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The Islamic University Gaza Higher Education Deanship Faculty of Commerce Department of Business Administration لجامعة اميةس ا غزة عمادةسات الدراعليا ال كليةلتجارة ا قسمعمال إدارة اThe Impact of Electronic Human Resource Management (E-HRM) on Organizational Development of UNRWA in Gaza Strip أثر إدارةد البشري الموار ةلكتروني ا ة في قطاع غزنروامي لى التطور التنظي عل ةResearcher: Asmaa Ata Atallah Supervised by: Dr. Sami Ali Abu Al Ross A thesis submitted in partial fulfillment of the requirements for the Degree of Master of Business Administration 7 143 هـ- 6 201 م

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Page 1: The Impact of Electronic Human Resource Management (E-HRM ...library.iugaza.edu.ps/thesis/121200.pdf · “The Impact of Electronic Human Resource Management (E ... impact of Electronic

The Islamic University Gaza

Higher Education Deanship

Faculty of Commerce

Department of Business

Administration

غزة – اإلسالمية الجامعة

العليا الدراسات عمادة

التجارة كلية

إدارة األعمال قسم

“The Impact of Electronic Human Resource Management (E-HRM) on

Organizational Development of UNRWA in Gaza Strip”

ةعلى التطور التنظيمي لألنروا في قطاع غز ةااللكتروني ةالموارد البشري إدارةأثر

Researcher:

Asmaa Ata Atallah

Supervised by:

Dr. Sami Ali Abu Al Ross

A thesis submitted in partial fulfillment of the requirements for the Degree of

Master of Business Administration

م 6201-هـ 7143

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بسم هللا الرحمن الرحيم

{ ُ الهِذيَن آَمُنوا َن أُوُتوا اْلِعْلَم َدرََجاتِمنُكْم وَالهِذيَيْرفَِع اَّلله }

11سورة المجادلة اآلية

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Dedication

To my parents Ata & Fayrouz

To my husband Ahmad and my two daughters Maria & Sham

To my Brothers and Sister

(Mohammad, Bahaa El-din,Nor El-Din,Najlaa)

To my family and friends

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Acknowledgment

I would like to introduce many thanks to Allah for giving me the inspiration and guidance

to accomplish this thesis.

My deepest appreciation and respect to my supervisor Dr. Sami Abu Al Ross who

provided me the guidance, advice and support to complete this thesis.

Sincere gratitude expressed to the discussion panel members for their comments and

discussion of this thesis.

I would like also to thank the employees at UNRWA who helped me in filling the

questionnaire and collecting the required data, and would like to thank Mr.Ragheb Besaiso

for his big assist and support. In addition, I would like thank my husband Ahmed Al-Sabe

for his encouragement and standing beside me.

Finally, my appreciation presented to all who provide me an advice, support, information,

or encouragement in order to complete my master study.

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List of Contents

Title Page No.

Dedication II

Acknowledgment III

list of Contents IV

List of Tables VIII

List of Figures VIII

Abstract IX

Abstract in Arabic Language I

Chapter One - The Research General Framework 1

Introduction 2

The Research Problem Statement 3

The Research Variables 4

The Research Hypotheses 5

The Research Objectives 5

The Research Importance 5

Chapter Two- Literature Review 7

Section one- E- Human Resource Management 8

Introduction 8

HRM Definition 8

HRM Functions 10

Definitions of E-HRM 12

E-HRM Goals 14

E-HRM Functions 15

The Advantages and Benefits of E-HRM 18

E-HRM Application Requirements and Success Factors 19

Results of Application E-HRM 19

E-HRM Application Challenges 20

Section Two- Organization development Definitions and concepts 21

Introduction: 21

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Organizational Development Definition 21

Organization Development Process 22

Organizational Development Characteristics 24

Organizational Development Objectives 25

Reasons for OD Failure 26

OD Challenges 27

Section Three- UNRWA and E-HRM application in UNRWA 29

Background 29

UNRWA Programs 29

Reasons for Applying the E-HRM in UNRWA 30

E-HRM System Applications Used in UNRWA 31

Chapter Three -Previous Studies 33

Introduction 34

Local Studies 34

Arabic Studies 38

Foreign Studies 40

General Commentary on the Reviewed Studies 51

Chapter Four- The Research Practical Framework 53

Introduction 54

Research Methodology 54

Research Design 54

Sources of Data: 56

Research Population and Sample 56

The Questionnaire Design 57

Data Measurement 58

Validity of the Questionnaire 59

Reliability of the Questionnaire 64

Chapter Five - Data Analysis and Hypotheses Testing 66

Introduction 67

Test of Normality 67

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Descriptive Analysis of the Demographic Characteristics of the Research Sample 68

Data Analysis 71

Hypotheses Testing 81

Chapter Six - Conclusions and Recommendations 92

Introduction 93

Conclusions 93

Recommendations 95

Proposed Future Studies 97

References 98

The Holy Quran 99

Text Books 99

Journals and Thesis 99

Reports 105

Websites 105

Interviews 105

Annexes 106

Annex (1): List of Referees 107

Annex (2): Questionnaire 108

Annex (3): Questionnaire in Arabic Language 115

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List of Tables

No. Table Title Page

No.

(4.1) The research population and sample according to employees job grade 57

(4.2) Correlation coefficient of each item of " E- Recruitment " and the total of this field 60

(4.3) Correlation coefficient of each item of “E-Selecting of candidates for employment” and

the total of this field 60

(4.4) Correlation coefficient of each item of “E-Training and E-Development "and the total

of this field 61

(4.5) Correlation coefficient of each item of " E-Compensation " and the total of this field 62

(4.6) Correlation coefficient of each item of “E-Performance Appraisal” and the total of this

field 62

(4.7) Correlation coefficient of each item of “Organizational development” and the total of

this field 63

(4.8) Correlation coefficient of each field and the whole of questionnaire 64

(4.9) Cronbach's Alpha for each field of the questionnaire 65

(5.1) Kolmogorov-Smirnov test 67

(5.2) Gender 68

(5.3) Age 68

(5.4) Educational Qualifications 69

(5.5) Program / department 69

(5.6) Years of Service 70

(5.7) Functional class 70

(5.8) Means and Test values for “E- Recruitment” 71

(5.9) Means and Test values for “E-Selecting of candidates for employment” 73

(5.10) Means and Test values for “E-Training and E-Development” 74

(5.11) Means and Test values for “E-Compensation” 76

(5.12) Means and Test values for “E-Performance Appraisal” 78

(5.13) Means and Test values for “Organizational development” 79

(5.14) Correlation coefficient between Electronic Human Resource Management and

UNRWA Organizational Development in Gaza Strip 81

(5.15) Result of Stepwise regression analysis 83

(5.16) Independent Samples T-test of the fields and their p-values for gender 84

(5.17) ANOVA test of the fields and their p-values for age 85

(5.18) ANOVA test of the fields and their p-values for Qualifications 86

(5.19) ANOVA test of the fields and their p-values for Program / department 87

(5. 20) ANOVA test of the fields and their p-values for Years of services 89

(5.21) ANOVA test of the fields and their p-values for functional class 90

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List of Figures

Figure No. Figure Title Page

No.

1.1 Research variables 4

4.1 The Research Methodology flowchart 55

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Abstract

This research studies the impact of Electronic Human Resource Management on

Organizational Development of UNRWA in the Gaza Strip, from the perspectives of the

Gaza Field office employees. It also highlights the relationship between these factors "E-

HRM" and “UNRWA organizational development ".

The descriptive, analytical approach used and utilized both primary and secondary

data. In order to achieve the research objectives, a structured questionnaire has designed.

The study population was (630) who are administrative and management staff classified

between grade 6-20 and working in UNRWA Gaza Field office. A stratified random

sample representative of the research population is used, with atotal of (308) copies of the

questionnaire were distributed and (308) copies were received.

The main findings of the research were:

1. It has concluded that E-HRM components have positive effect on organizational

development to UNRWA.

2. E-HRM contributes to achieve the objectives of the UNRWA and in the staff

development.

3. There is a strong positive relationship between the electronic components of human

resource management and organizational development for UNRWA.

4. E-Recruitment took top rankings in terms of its impact on organizational development

and then E-Selecting, followed by E-Training and E-Development, followed by E-

compensation.

5. E-Recruitment and E-Selection have a significant impact on organizational

development for UNRWA.

6. Apply the electronic human resources management helps organizational development.

The main recommendations of the research were:

1. E-HRM outcomes in terms of efficient HRM processes, higher level of service delivery

and a higher strategic contribution as well as the real use of E-HRM systems should

been clearly communicated to UNRWA employees to ensure better utilization of E-

HRM applications.

2. The success of E-HRM systems depends highly on the employees; therefore, UNRWA

should work to improve the relationship between the HRM department and the

employees.

3. More efforts should been undertaken by UNRWA to encourage employees to

participate in training programs related to the use of E-HRM applications.

4. E-HRM systems should been strategically aligned with HR needs, in such big

organizations like UNRWA with a diverse workforce and a bureaucratic culture.

5. UNRWA can utilize the E-HRM system to understand the electronic interactions

between managers and employees, preventing miscommunications and

misinterpretations of information.

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6. UNRWA should consider the challenges related to the use of E-HRM systems in the

organization, for instance, cost implications, data entry errors, improper use of the

system and security of the information.

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بحثملخص ال

Abstract in Arabic Language

زة، ي قطاع غالتطوير التنظيمي لألونروا ف علىتأثير إدارة الموارد البشرية اإللكترونية من خالل هذا البحث تم دراسة ة من وجهة نظر موظفين مكتب األونروا الميداني. كما تم تسليط الضوء على العالقة بين إدارة الموارد البشري

اإللكترونية" و "التطوير التنظيمي لألونروا".انوية المنهج الوصفي التحليلي ، حيث استعانت في ذلك بالمصادر األولية والث ثا البحد استخدمت الباحثة في هذوق

(630) بحثخصيصا للبحث. بلغ مجتمع ال إعدادهاللبحث في استبانة تم الرئيسيةللمعلومات. وقد تمثلت األداة غزة. يداني في مدينةويعملون في مكتب األونروا الم 20حتى 6 الوظيفية موظف وهم الموظفين المصنفين بين الدرجة

، وقد ةان( نسخة من االستب308)تم استخدام عينة عشوائية طبقية ممثلة لمجتمع البحث، حيث بلغ مجموع ما تم توزيعه ( نسخة أيضا.308تم استرداد )

تمثلت النتائج الرئيسية للبحث فيما يلي :طوير على الت ةااللكتروني ةالموارد البشري ةعلى وجود تأثير إيجابي لمكونات إدار ةموافق ةأظهرت الدراس .1

التنظيمي لألونروا. وتطور الموظفين. ةوفي تنمي ةفي تحقيق أهداف المؤسس ةااللكتروني ةالموارد البشري ةإدار تساهم .2 نروا.والتطوير التنظيمي لألو ةااللكتروني ةالموارد البشري ةبين مكونات إدار ةقوي ةايجابي ةهناك عالق .3روني لكتروني أخذ أعلى ترتيب من حيث تأثيره على التطوير التنظيمي ومن ثم االختيار االلكتالتوظيف اال .4

.بالتدريب والتطور اإللكتروني يليها التعويض اإللكتروني ةمتبوع اإللكتروني لهما تأثير كبير على التطوير التنظيمي لالونروا . واالختيارالتوظيف اإللكتروني .5 على التطوير التنظيمي لألونروا. يساعد ةااللكتروني ةالموارد البشري ةتطبيق إدار .6

: التوصيات التي توصل إليها البحث أهمفعالة، من حيث إدارة عمليات الموارد البشرية ال إدارة الموارد البشرية اإللكترونيةومخرجات نظام نتائج .1

العليا للمنظمة، يجب أن تنقل بوضوح إلى اإلستراتيجيةفي ى أعلى من تقديم الخدمات ومساهمة ومستو لضمان تحسين االستفادة من التطبيقات النظام. األونرواموظفي

لى عيعتمد إلى حد كبير على الموظفين. وبالتالي، يجب نجاح أنظمة إدارة الموارد البشرية اإللكترونية .2 وظفين.األونروا أن تعمل على تحسين العالقة بين قسم الموارد البشرية والم

متعلقةينبغي بذل المزيد من الجهود من قبل األونروا لتشجيع الموظفين على المشاركة في برامج التدريب ال .3 باستخدام تطبيقات أنظمة إدارة الموارد البشرية اإللكترونية.

ية، خصوصا شر استراتيجيا مع احتياجات الموارد الب يجب الموائمة بين أنظمة إدارة الموارد البشرية اإللكترونية .4 في المنظمات الكبيرة مثل األونروا حيث توجد قوى عاملة متنوعة وتسود ثقافة بيروقراطية.

لمديرين اة بين يمكن لألونروا االستفادة من نظام إدارة الموارد البشرية اإللكترونية لفهم التفاعالت اإللكتروني .5 التفسيرات الخاطئة للمعلومات.والموظفين، وتحديد أي خلل في االتصاالت باإلضافة إلي منع

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في أنظمة إدارة الموارد البشرية اإللكترونيةالنظر في التحديات المتعلقة باستخدام على األونروا يجب .6ير السليم للنظام وأمن المنظمة، على سبيل المثال، التكاليف المترتبة، وأخطاء إدخال البيانات، واالستخدام غ

المعلومات.

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Chapter One

The Research General Framework

- Introduction

- Research Problem Statement

- Research Variables

- Research Hypotheses

- Research Objectives

- Research Importance

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Chapter One -The Research General Framework

Introduction:

The massive technological change has been resulted in wider integration of technology

in different sectors and fields of work .The use of these applications /technology

solutions in the human resource area is major trend that change ways how Human

Resource functions are carried out. Beside ,a recent concept was used to highlight the

use of technology in HRM .The use of technology in human resources management,

known as E-HRM is becoming one of the emerging issues in the HRM field. HRM

function is one of the main organization’s functions that significantly enhances the

organization ability to achieve its goals and strategies. Therefore, introduction of E-

HRM may lead to change in content and positioning of the HR function, which may

positively contribute to the overall organization goals and effectiveness.

Nowadays, technology is an inherent part of our daily lives. People have been

simplifying some routine tasks and problems with the use of computers and the Internet.

It has sped up some processes and increased the efficiency of performing assignments.

In contemporary business, information technology (IT) tools are fundamental to realize

processes in a faster and more efficient way. Global competition is demanding and

organizations have to use innovative ideas to stay competitive. Every department in

company plays a fundamental role for success, but there is one of special significance:

Human Resources Management (HRM) (Gonzales, 2011, P.1).

Human Resources Management (HRM) is a crucial part of every organization as it deals

with a vital resource: human capital.HRM has been going through a transformation

adopting technological tools to improve its performance. It was said, “The HRM

function is subject to radical and dramatic change because of the implications of web

based organizing”. The combination of information technology (IT) tools in HRM

processes has named “electronic Human Resources Management” (E-HRM). E-HRM

strives to implement all the operational activities that HRM is concerned with, with the

help of technological tools in a fast and accurate way (Paauwe, et.al ,2005,P.3).

E-HRM was defined as an umbrella term covering all possible integration mechanisms

and contents between HRM and Information Technologies aiming at creating value

within and across organizations for targeted employees and management (Bondarouk and

Ruël,2009,p.507). Also E-HRM was defined as the ‘planning, implementation and

application of information technology for both networking and supporting at least two

individual or collective actors in their shared performing of HR activities’

(Strohmeier,2007,p20) . Further, it is believed that, ‘E-HRM could be narrowly defined as

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the administrative support of the HR function in organizations by using Internet

technology’ (Voermans and Van Veldhoven ,2007,P15).

Therefore, E-HRM can be the integration between human resources management, and

information technology, through mainly the use of web-based applications in human

resources management. The purpose of this web-based tool is to support HR

professionals in performing their HR tasks, and to support managers and employees

performing their HR tasks. Therefore, using E-HRM, managers can easily access any

relevant information, make decisions, and communicate with others without referring to

the human resource department each time.

Research Problem Statement:

The HR function of an organization is responsible for complying with the HR needs of

the organization. As with other business functions, strategies, policies and practices have

to implemented to ensure smooth operation of the organization and prepare the

organization in such a way that smooth operation can guaranteed in the (nearby) future.

Using E-HRM technology is a way of implementing these HR strategies, policies and

practices. The E-HRM technology supports the HR function to comply with the HR

needs of the organization through web-technology-based channels (Ruël, et.al, 2004).

The use of E-HRM technology, as it is a way to implement HR strategies, policies and

practices have expected to have an impact on how the HR function operates. Moreover,

it has aimed to improve the HR system. This is on its turn affected by what the

organization is trying to achieve as a whole.

For the HR function, E-HRM has the potential to affect both efficiency and

effectiveness. Efficiency can affect by reducing cycle times for processing paperwork,

increasing data accuracy, and reducing HR staff. Effectiveness can affect by improving

the capabilities of both managers and employees to make better, timelier decisions. E-

HRM also provides the HR function the opportunity to create new avenues for

contributing to organizational effectiveness through such means as knowledge

management and the creation of intellectual and social capital (Lengnick-Hall & Moritz,

2003, p. 366).

Past research has suggested that e-HRM can increase the efficiency of HR activities,

improve HR service delivery and transform the role of the HR function into one that is

more strategic The more extensive deployment of technology and systems in the HR

domain could be an additional cost to the organization (Parry,2011, p.8).

Since the beginning of 2009, because of large increase in number of staff, it was very

difficult for the HR department to follow up the human resources functions manually.

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Further, big number of staff required a huge administrative staff in the HR department,

huge cost and effort. Therefore, this pushed UNRWA's management to take a decision to

shift towards the electronic management of HR. As a result, the process of converting

some of the HR functions gradually to programs and electronic systems has began,

which facilitated the accomplishment of tasks, save time and cost on the level of human

resource management department. However, there is no clear evidence about the impact

of this shift on the level of organizational development for UNRWA as an organization.

The purpose of this research is to test the proposition that E-HRM can contribute

actively and positively to the organizational development of UNRWA. Therefore, the

problem of this research can formulate in the following main question:

“To what extent Electronic Human Resource Management influence UNRWA

Organizational Development in Gaza Strip?”

Research Variables:

The following are the research variables:

1. The dependent variable is UNRWA Organizational Development in Gaza Strip.

2. The independent variable is: Electronic Human Resource Management, which is

sub divided to 4 major variables:

a. E-Staffing(E- Recruitment, E-Selecting)

b. E-Training and Development

c. E-Compensation

d. E-Performance Appraisal

Figure (1.1) Research variables

Electronic Human Resource Management

UNRWA Organizational Development

Source: Articulated by the Researcher based on Reviewed literature, (2015)

The variables have chosen after reviewing the literature, and because UNRWA deals

with these variables in its electronic system.

E- Performance

Appraisal

E-Training and

Development

E-

Compensation

E-

Staffing

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Research Hypotheses:

The following are the hypotheses of this research:

1. There is no significant statistic relationship at level α = 0.05 between Electronic

Human Resource Management components (E- Recruitment, E-Selecting, E-

Training and E-Development, E-Compensation and E-Performance

Appraisal).and UNRWA Organizational Development in Gaza Strip

2. There is no significant impact at level α = 0.05 of Electronic Human Resource

Management components (E- Recruitment, E-Selecting of candidates for

employment, E-Training and E-Development, E-Compensation and E-

Performance Appraisal).on UNRWA Organizational Development in Gaza Strip.

3. There is no significant differences among respondents at level α = 0.05 towards

the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to the following personal traits

(Gender, Age, Qualifications, Program / department, Years of services and

Functional class).

Research Objectives:

The main objectives of this research are:

1. To identify the impact of Electronic Human Resource Management on UNRWA

Organizational Development.

2. To investigate the importance of E-HRM to Organizational Development

at UNRWA.

3. To identify the obstacles and problems that influence negatively the

implementation of E-HRM at UNRWA.

4. To explain the importance of Electronic Human Resource Management on

UNRWA Organizational Development.

5. To provide recommendations and suggestions on how to apply E-HRM in

UNRWA to achieve better organizational development.

Research Importance:

This research highlights the importance of E-HRM, as one of the modern management

topics, which significantly affects the performance of the organization, where the

application of E-HRM aimed at improving the performance of employees and provide

better services to the beneficiaries quickly, with minimal effort and cost possible. Also

its importance comes from:

1. This is one of the few studies devoted specifically to study the impact of

Electronic Human Resource Management on Organizational Development.

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2. The importance of the study stems from the fact that the application of electronic

human resources management (E-HRM) in UNRWA is new and it is worth to

assess how this system has contributed to UNRWA organizational development.

3. Enhancing ongoing research in E-HRM and therefore, enhancing the library

resources in the field of E-HRM as a result, it can be useful to the

management practitioners as well as the academicians through providing

guidelines to other researchers on carrying out research related to E-HRM

application and impact.

4. Providing awareness to other organizations about the impact of E-HRM on the

organization as a whole, the contribution and the benefits that the application of

E-HRM brings to an organization. Further, providing recommendations for the

application of E-HRM for different organizations, as strong tool to increase

the management's ability to control work; to create a transparent environment; to

raise the level of employee satisfaction; to improve the communication between

different managerial levels and to enhance organizational efficiency by

improving the services provided by the HRM.

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Chapter Two

Literature Review

- Section One: E- Human Resource Management

- Section Two: Organizational Development

- Section Three: E-HRM Applications in UNRWA

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Section one- E- Human Resource Management

Introduction:

Human resource management has to change as business environment has changed, that

is, HRM has had to act both proactively and reactively in response to the changing

business environment. For this reason, it is of the utmost importance that HRM systems

are flexible and adaptable, and that HR professionals acquire new knowledge to cope

with the unpredictable nature of business. As such, HR professionals need to integrate

their knowledge of core HR functions with the economic and business environment

within which they work, and keep abreast of technological developments. By doing this,

HR professionals will be able to have a strategic impact on their organizations

(Aghazadeh, 2003).

The most important areas of application of the Electronic Human Resources

Management system (E-HRM) are basic staff data management, salaries management,

employment, electronic education, performance management, and rewards (Gupta et al.,

2011, P. 42).Besides, E-HRM system can be applied in the following areas: promotions,

training, job rotation, staff development plans, evaluation and compensation and benefits

management (Shilpa et al., 2011, P. 1).Other researchers consider that the most important

functions of the Electronic Human Resources Management system (E-HRM) are: human

resource planning, recruitment and selection, performance appraisal, communication,

bonuses, benefits and compensation, and training and development (Panayotopoulou et al.,

2007, P. 279).

Through the above, the researcher noticed that the Human Resources Management

system (E-HRM) applications could use to accomplish all the functions of human

resources management. This chapter presents an extensive literature about human

resource management and HRM Functions. Besides, it provided literature about E-

HRM, and its related concepts and issues, for instance types, goals, importance, benefits

and areas of E-HRM.

HRM Definition:

Many people find HRM to be a vague and elusive concept - not least, because it seems

to have a variety of meanings. This confusion reflects the different interpretations found

in articles and books about human resource management. HRM is an elastic term. It

covers a range of applications that vary from book to book and organization to

organization (Alan price, 2011).

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HRM refers to activities and tasks useful in maximizing employees‘performance in the

organization, it is a dynamic and evolving practice used by leaders and managers

throughout a firm to enhance productivity, quality, and effectiveness (Gilley, et.al 2009,

p.1). Besides, the HRM is a process of the utilization of an organization's human

resources to achieve organizational objectives (Mondy & Noe 2005, p.4).Other researchers

defined HRM as a set of philosophies, processes, and procedures that a company uses to

manage(Bruner, et.al , 2003, p.42):

1. Entry and exit processes in the firm.

2. The growth and development of employees.

3. The reward and recognition systems.

4. The total organizational climate for how people are treated.

While, other believes that HRM is concerned with all aspects of how people are

employed and managed in organization (Armstrong, M. 2012, p.9). Dessler says that HRM

refers to the policies and practices involved in carrying out the ‘human resource’

aspects of a management position including human resource planning, job analysis,

recruitment, selection, orientation, compensation, performance appraisal, training

and development, and labor relations (Dessler, 2007, p. 4).HRM contributes to create high

performance work systems by linking various employees in different departments in the

same organization (Brewster, 2007).Further, organizations use the effectual HRM system

to increase their competitiveness by investing in employee development (Sutiyono, 2007).

Additionally, HRM is a pattern of planned HR development and activities, which affect

the behavior of individuals with the intention of enabling organizations to achieve their

goals (Wood, et al., 2006). In fact, all HR activities are dependent upon the managers’

efforts to formulate and implement the organizational strategy (Wei & Lau, 2005). While,

Stone believes that HRM refers to the policies, practices, and systems in organizations

for recruiting and developing their employees, as well as influencing their behavior,

attitudes, and performance to achieve the organization’s goals (Stone, 2008).

Having referred to several researchers and authors’ views on what HRM actually is, the

researcher can therefore say that HRM is an essential tool to link different people in the

same organization to use their various capabilities for achieving the organization’s goals.

HRM has not understood as only working for managers or employees. Rather, it is a

managerial function for creating the organization’s competitive advantage and growth.

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HRM Functions:

Employees have expectations regarding HR functions, including recruitment, selection,

training and development, motivation, and termination in their organization and the role

of HRM has an important effect on HR functions (Antila & Kakkonen, 2008).

1. Staffing :Staffing can be viewed as a human resource center of excellence

that keeps the organization supplied with the human assets it needs to

continuously move ahead and maintain its competitive posture in the market

place (Gilley ,et al, 2009, p.7) . In addition, Staffing could define as the process

through which an organization ensures that it always has the proper number of

employees with the appropriate skills in the right jobs, at the right time, to

achieve the organization's objectives. Staffing involves job analysis, human

resource planning, recruitment, and selection (Mondy& Noe, 2005):

a. Job analysis: is the systematic process of determining the skills,

duties, and knowledge required for performing jobs in an

organization. Job analysis is a primary step in staffing which is, a basic

human resource management tool, it provides a summary of a job's duties

and responsibilities, its relationship to other jobs, the knowledge and skills

required, and working conditions under which it is performed (Mondy, 2008,

p.5).

b. Human Resource planning: it is systematic process of matching the internal

and external supply of people with job openings anticipated in the

organization over a specified period of time. To ensure that the required

numbers of employees, with the required skills, are available when and

where they are needed (Mondy, 2008, p.5).

c. Recruitment: It can be defined as the managerial task that states

announcing the job vacancy, urging qualified human resources to

apply then choose and select the best to work in the vacancy (Durrah

& Alsabagh, 2008). It also can be defines as the process of scanning,

specifying and attracting candidates that are able to hold vacancies

(Noure & Cortel, 2011, p. 51). Recruitment methods are various from both

internal and external aspects. In the internal aspect, current employees are

allowed to apply for their desired jobs within their organization; referrals

among current employees are also used as internal recruitment (Nel et al.,

2008).External recruitment methods include advertisements, employment

agencies/consultants, school recruitment, and electronic/Internet

recruitment (Macky and Johnson, 2008).

d. Selection: is the process of choosing from a group of applicants the

individual best suited for a particular position and organization. It is the

final step and top priority in staffing (Mondy, 2008, p.5).It is the process of

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gaining information for the purpose that decides who should be employed

in particular work positions (Shen and Edwards, 2004).There are some factors

that influence employee selection. Internally, these include the

organization’s size and type, applicant pool, and selection methods to

decide the requirements and outcome of employee selection. Externally,

legislation and the labor market play key roles in influencing employee

selection (Nel et al., 2008).

2. Training and development : it is function that focuses on individual development

such as skill development, interpersonal skills, career development, occupational

and group development in which training and development needs occur for group

of workers; and organization development (Wilson , 2005, p.15-16).The importance

of training and development is to recognize an organization’s skill gaps; the gaps

are among the skills which existing employees have and the skills which their

organizations require them to learn or improve (Holland and Cieri, 2006). Training

and development helps the organization’s management meet its HR needs and

requirements as well as improving their market value (Nel et al., 2008).

a. Training: is the activities designed to provide learners with the knowledge

and skill needed for their present jobs. Formal training is a planned,

structured, and occurs when people called away from their workstations to

participate in this exercise (Mondy et al., 2005, pp.202-3 & 209-216).

b. Development: it involves learning that goes beyond today's job and has a

more long-term focus, it prepares employees to keep pace with the

organization as it changes and grows. It would not be easy to have fully

capable and developed employees in organizations; however, organizations

can provide opportunities through effective training and development

systems or programs to improve their employees’ capability (Cunningham,

2007).

c. Career Planning and Development : is the set of policies and practices an

organization uses to shape the progression of individuals within it, in

accordance with assessment of organizational needs and the performance,

potential and preferences of individual members of the enterprise

(Armstrong, 2001, p.595).

3. Performance appraisal: It is a critical element in the performance management

system; it is a sub-set of performance management and relates to the formal

process of assessing and measuring employee performance against agreed

objectives. Formal appraisal takes place regularly, usually annually, although it

can occur more often (Pilbeam and Corbridge, 2002, p.264).

4. Compensation: it is an important factor affecting how and why people choose to

work at one organization over others. A compensation and reward philosophy

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should base on rewarding employees for the right performance. In this way,

organizations demonstrate their understanding that the things that get rewarded

get done. This approach ensures that the organization will secure its desired

outcomes. On the other hand, failure to reward the right behaviors leads to

unsatisfactory outcomes (Gilley et al, 2009, p.150).Compensation and Benefits

Compensation is the total of all rewards provided to employees in return for their

services and includes direct and indirect financial compensation (Mondy et al.,

2005, p.284).

a. Financial Compensation: is the direct financial compensation that

consists of the pay that a person receives in the form of wages, salaries,

commissions and bonuses (Mondy et al., 2005, p.284).

b. Non-Financial Compensation: consists of the satisfaction that a person

receives from the job itself or from the psychological and/or physical

environment in which the person work (Mondy et al., p.284, 314,341).

5. Safety and Health: Safety involves protecting employees from injuries caused by

work-related accidents. While, health refers to the employees freedom from

physical or emotional illness. These aspects of the job are important because

employees who work in a safe environment and enjoy good health are more

likely to be productive and yield long-term benefits to the organization

(Mondy, 2008, p.6).

6. Employee and labor relations: The HR function provides guidance, training,

help to introduce and maintain formal processes; but it does not do line

managers‘jobs for them. However, in their role as industrial relations

specialists, HR practitioners may deal directly with unions and their

representatives (Armstrong, 2006, p.771).The relationship between managers and

their employees must be handled legally and effectively. Employer and

employee rights must address. It is important to develop, communicate, and

update HR policies and procedures so that managers and employees alike know

what expected (Mathis and Jackson 2010, p. 7).

Definitions of E-HRM:

Researchers use a wide range of terms to describe the use of technology in human

resources management; for example, the terms E-HR, E-HRM, HR intranet, HR portals

and self-service are in common usage, while terms such as web-based HRM and

Business-to-Employee (B2E), are less common but equally valid (Ruel et al., 2004). Older

definitions, still used by many organizations and some academics, include the terms

‘HRIS’ (Human Resources Information Systems) and ‘HRMS’ (Human Resource

Management Systems). If taken to its extreme, one might conclude that E-HRM consists

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of any form of technology that supports the delivery of HR services (Lengnick, et al.,

2003).

In general, E-HRM has defined as an enterprise-wide strategy that uses scalable,

flexible, and integrated technology to link internal processes and knowledge workers

directly to the business objectives of the organization (Marler, 2007). In addition, other

researchers define E-HRM as the application of any technology that enables managers

and employees to have direct access to HR and other workplace services for

communication, performance appraisal, reporting, team management, knowledge

management, and learning of administrative applications (Lujan et al, 2007).

Additionally, E-HRM could be defined as “the application of any technology enabling

managers and employees to have direct access to HR and other workplace services for

communication, performance reporting, team management, knowledge management,

learning and administrative applications” (Wyatt,2006). Besides, E-HRM was defined as

a way of implementing HR strategies, policies and practices in organizations through a

conscious and directed support of and /or with the full use of Web-technology –based

channels (Challapalli, 2005).Further, E-HRM “as the administrative support of the HR

function in organizations by using Internet technology”, but also emphasis the

importance of understanding that the introduction of E-HRM may lead to change in

content and positioning of the HR function (Voermans and Veldhoven ,2007, p. 887).

Others defined E-HRM as the umbrella that covers all the mechanisms and implications

of the possible integration between human resources management and information

technology in order to create value for employees and management in the organizations

(Bondarouk et al., 2009, P.507).

This definition suggests integration of the four aspects as following (Bondarouk et al.,

2009, P. 507) and (Gregeby, 2007):

1. The content of the E-HRM system: where it focused on the used practices of

both human resources and information technology and the link between these

departments.

2. Application of the E-HRM system: where it focused on the E-HRM system

adoption process and its suitability for workers in the organization

3. The targeted employees and directors: where it focused on stakeholders

specifically, not on the human resources department or even on the organization.

In fact, it focused on the executives and employees who use the E-HRM system

applications significantly.

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4. The consequences of the use of E-HRM system : This a multi-levels

consequences, where the application of the system leads to the creation of value

not only at the enterprise level, but also on the user’s personal level.

As stated, E-HRM is the use of web-based technologies for the implementation of

various HRM strategies or practices (Ruël et al., 2004). While, other says that “E-HRM is

an umbrella term covering all possible integration mechanisms and contents between

HRM and information technologies aiming at creating value within and across

organizations for targeted employees and management” (Bondarouk et al., 2009,p. 507).

Through this research, the researcher will use the latter definition. This is because we

believe that it captures all-important components of E-HRM and as stated by its authors,

it is a consensus understanding of most existing definitions of E-HRM .The application

of web-based technologies to the human resource function combines two elements,

namely the use of electronic media and the active participation of people in the process.

People are the drivers behind the technology. They make use of the technology that

helps organizations lower administration costs, improves employee communication and

satisfaction, provides real time access to information, while at the same time reducing

processing time and costs (Hawkin et al, 2004).E-HRM also involves many more

stakeholders besides personnel in the HR department and the business and also includes

job applicants and employees from all levels. EHRM and the use of web-based

technologies for human resource management practices and policies are growing within

organizational life (Bondarouk et al., 2004).

There is a fundamental difference between human resource information systems and E-

HRM. HRIS is intending for the human resource department where users of this

technology are largely HR professionals who use the system to enhance processes within

the HR department, with the aim of improving service to the business. E-HRM, on the

other hand, targeted at employees and management. The authors identify the main

difference between HRIS and E-HRM. HRIS concerns the automation of HR services

and E-HRM provides technological support of information regarding HR services.

“Technically speaking, it can be said that e-HR is the technical unlocking of HRIS for

all employees of an organization” (Ruël, n.d., 2004, p. 3).

Therefore, the researcher defines the E-HRM as the process of integration between

Human resources management, and information technology, using web-based

applications in human resources management.

E-HRM Goals:

The objectives of the application of Electronic Human Resources Management system

(E-HRM) are:

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1. Reduce costs by streamlining human resource management processes (Marler and

Fisher, 2010, PP.33-34).

2. Improve efficiency by improving the services provided by the Human Resources

Management (Marler et al., 2010, PP.33-34).

3. Improve the strategic direction of the Human Resources Management department

(Foster, 2008) and thus convert human resources management to a strategic partner

of the organization (Marler et al., 2010).

4. Facilitate things, management and staff (Ruel, et al., 2004, P.367).

5. Compilation, storage and dissemination of information about the organization

staff. (Strone and Lukaszewski, 2009, P.135).

The researcher believes that the most important objectives of the E-HRM system is to

facilitate the performance of the functions of human resources, which leads to saving

time and effort of the human resources department staff, and improve the services

provided, reduce paperwork and eliminate the complexities of daily work. Further,

collecting data and made it available to the decision-makers with high speed and

accuracy.

E-HRM Functions:

Above we illustrate that E-HRM is the use of web-based technologies to provide HRM

services within employing organizations. From this base E-HRM has expanded to

embrace the delivery of virtually all HR policies. Within a system of E-HRM, it is

possible to arrange and conduct appraisals, plan training and development, evaluate

labor costs, and examine indicators for turnover and absenteeism. Employees can also

use a system of E-HRM to plan their personal development, apply for promotion and

new jobs, and access a range of information on HR policy. So in general, we can say

that E-HRM include several functions (Staffing, Training and development,

Performance appraisal, Compensation, Safety and Health, Employee and labor

relations), but here the research will address the four function of E-HRM as following:

1. E-Staffing: for the purpose of the research the research will be focus on E-

recruitment and E-selecting component of staffing:

a. E-Recruitment: As conventional staffing is timely and costly,

organizations have to adopt strategies that would minimize the time and

money used (Tong, 2009). This is why online recruitment has become more

and more popular in the last decade, and nowadays, most companies use

it as the first stage tool in their recruitment process. Organizations that

want to stay competitive need to adopt electronic recruitment strategies.

After reading and analyzing different approaches from various authors,

we understand that e-recruitment could consider as the process by which

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employers advertise and share openings through web-based platforms or

Internet (Sylva & Mol, 2009).

It is consider that one of the main objectives of the e-recruitment process

is to share the job vacancies with the biggest amount of potential

candidates, this means, attract and filter key applicants who have the

necessary skills for the job offered. Through online recruitment systems,

organizations can not only share important details about the positions

available but also more specific information such as job descriptions,

organization’s culture or brand identity and job incentives (Stone et al.,

2006). It will help companies not only reduce time of performed

operations through e-recruitment but also reduce number of HR

personnel, which could result in efficiency savings (Parry and Tyson, 2010).

On the other hand, the automation of the recruitment process has

increased the speed of the process and helped HRM professionals to

devote more time to value adding activities. Additionally, e-recruitment

allows storing great amounts of CVs online, which makes the process

unconstrained by geographical locations (Tong, 2009).

b. E-Selection: E-selection includes such activities as web based testing, face

to face interaction and interviewing and job offering. The purpose of e-

selection is mainly to achieve cost reduction, maximum utilization of

human capital and sustainability (Menka, 2015).

HR practitioners use the E-selection process to identify the best job

candidates with the right knowledge, skills and abilities for a particular

job (Johnson et al., 2011). The E-selection system enables HR employees to

manage the selection process more actively and to provide more evidence

of the effectiveness of the chosen selection method. The E-selection

system enables the sustainability of the organization and evolves the

system to satisfy the changing requirements of selection (Kehoe et al.,

2005). The E-selection method enables HR practitioners to reduce the time

and other resources, which are required to manage the selection, process

(Johnson et al., 2011).

2. E-Learning and E-Training: This process is being implemented in companies

since it does not have the limitations of traditional training, such as time and

location (Bell, 2007). Moreover, the fast development of telecommunications has

made e-learning possible and advantageous (cited in Kasprisin et al., 2003).E-

Learning refers to any programmed of learning, training or education where

electronic devices, applications and processes are used for knowledge creation,

management and transfer. E-Learning is a term covering a wide set of

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applications and processes, such as web-based learning, computer-based

learning, virtual class room, and digital collaboration (Swaroop, 2012, P.137).

The American Society of Training and Development defines e-learning as “a

wide set of applications and processes, such as web-based learning, computer-

based learning, virtual classrooms, and digital collaboration” (cited in Oiry, 2009, p.

112).

Before implementing e-learning, companies used traditional training to help

employees develop their skills. This method is characterized by a teacher giving

a course to a class with “learners” in a specific location and a specific time. To

overpass the time and location obstacle, more companies are applying e-learning

techniques and this method allows employees to train whenever they want (cited

in Oiry, 2009). Having the freedom of training employees and not paying for travel

costs allows companies to save money (Strother, 2002).

To conclude, e-learning is creating benefits by saving time, eliminating location

constraints, cutting down costs and creating standardization in training processes.

On the other hand, it still lacks the “socialization” part of the learning process.

Employers need to mix both electronic training with personal interaction to

guarantee better results. Depending on the training, Employees should supervise

by tutors when taking part of e-trainings.

3. E-performance appraisal: It is the fastest growing E-HRM trend is employee self-

service systems, which give them the possibility to manage their own

information in an online network (cited in Payne et al, 2008). On the other hand,

companies use managerial self- service, that allows the managers to access

employees’ information and complete performance evaluations. Electronic or

online performance appraisal refers to the use of technology necessary to create

systems and processes by which the employees evaluated and rated, according

their performance on the tasks needed within a company.

Appraisal should highlight employees’ strengths and weaknesses, as well as

show the road for prospective development. In order for the process to be

considered reliable, the information used should be objective and not “loose and

casual”. Lack of objective data could result in the perceived lack of transparency

and injustice among employees. Moreover, the evaluation should be transparent

and confidential (Piggot-Irvine, 2003).

4. E-Compensation: It represents a web- enabled approach to an array of

compensation tools that enables an organization to collect, store, manipulate,

evaluate, utilize and distribute compensation , data and information (Menka, 2015).

Compensation and reward systems are crucial to attract, motivate and retain

employees in any organization (Wright et al., 2000).Compensation and reward

systems have given institutions a competitive advantage in search for and to

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retain talented employees (Wright et al., 2000). The E-compensation system also

enables HR employees to make concrete decisions about their life insurance,

health, disability and other benefits (Walker, 2002).

The Advantages and Benefits of E-HRM:

The most important advantages of the Electronic Human Resources Management system

(E-HRM) are:

1. Improving the level of services provided by the Human Resources Management

Division.

2. Improving the communication between employees, and to facilitate teamwork

and increase cooperation.

3. Raising the level of employee satisfaction.

4. Accuracy of the information provided on the human resources in the

organization, with the possibility of obtaining them at any time and from

anywhere.

5. The ability to collect, store and process large amounts of data, and reduce the

time required to process them with easy access to it (Gupta and Saxena, 2011).

6. The system application creates a transparent environment for employees because

the system never characterized by bias.

7. The system improves the climate of the institution clearly, which helps the staff

to relax, and therefore perform their jobs perfectly, which in turn leads to

improved productivity (Srivastava, 2010, p.48).

Besides, the most important benefits of the (E-HRM) system as follows (Shilpa and Gopal,

2011, p. 11,22):

1. Control over documents.

2. Increase Transparency.

3. Increase senior management's ability to control administrative work.

4. Provide more time for professionals in the human resources management

department, to focus on strategic tasks and better managing the most important

resource of the organization (which is the human resource).

In light of this, the researcher believes that the most important advantages of the

application of Electronic Human Resources Management system (E-HRM) are to ease

the burden of administrative work due to less paperwork, which helps speed the

completion of the transaction and save time and effort, in addition to activating the

communication and increase coordination between the department of Human Resources

and other departments.

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E-HRM Application Requirements and Success Factors :

The most important (E-HRM) system application requirements are:

1. Commitment to the management of change, since the beginning of the

application of the system.

2. The existence of a staff culture of information technology in the organization.

3. The involvement of all stakeholders in the system from the outset to win their

support.

4. Demonstrate the value of technological solutions provided by the system for all

users.

5. Illustrate the importance of using the system for each member of the staff to

answer the question: How will I benefit from the system?

6. Adequate training for all users (Shilpa et al., 2011, P.19).

7. The system’s ease of use by users, and its relationship to the functions of human

resources, as the system characterized by safety and high quality, which

enhances the confidence of the user and increases the efficiency of the use of the

system (Ruel, et al., 2007, P.11).

There are ranges of factors that lead to the success or failure in the application of the

Electronic Human Resources Management system, according to the degree of the factors

availability in the organization, and these factors are (Panayotopoulou et al., 2007, P.291):

1. Organizational culture prevailing in the organization, as well as about the culture

regard change management.

2. Staff skills of in using the technology.

3. Cooperation and coordination between departments of human resource

management and information technology.

Results of Application E-HRM:

It expected that areas and levels of application of (E-HRM) system would have results

and outputs, such as higher efficiency in human resource management processes, a

higher quality in the delivery of services, and better contribution at the strategic level.

All these results could summarize in one concept as the effective human resources

management. Therefore, we can say that E-HRM contribute to the effectiveness of the

Human Resources Management, and thus help achieve the institution overall goals. The

most important outputs from the application of the Electronic Human Resources

Management system (E-HRM) are: professional and organizational commitment, job

satisfaction, and reduce the level of work pressure and enhance cooperation between the

staff in the organization (Sanayei and Mirzaei, 2008, P.82, 93).

The expected results of the application of E-HRM for the organization as follows (Ruel et

al., 2004, P.4):

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1. Higher commitment, so that the workforce motivated and able to understand and

interact with the management for change, within the organizational environment,

which leading to a greater level of trust between management and workers.

2. Highly competitive capabilities, demonstrates the ability of workers to learn new

tasks and duties if circumstances so require.

3. Cost-saving, through competitive wages and reduce labor turnover rates, and the

ability of HR management to achieve the goal of the organization to reduce

costs.

E-HRM Application Challenges:

Despite the widespread applications of E-HRM systems, different studies showed that

there are a number of problems in design the application of human resource management

systems, which prevents these organizations from achieving their intended goals.

Therefore, a better understanding of the processes underlying the E-HRM systems may

help increase the acceptance of the system and increase its effectiveness (Stone et al., 2009,

P.134).

E-HRM challenges could pointe as follow (Shilpa et al., 2011, P. 19):

1. The financial cost required.

2. Compatibility between what is provided by E-HRM system and work

requirements in the organization.

3. Information Security

4. Data management and especially managing large quantities of data.

5. Loss of communication (human communication).

6. Privatization of services properly through the electronic system.

7. Employee training.

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Section Two- Organizational Development Definitions and

concepts

Introduction:

An essential condition of any effective change program is that somebody in a strategic

position really feels the need for change. In other words, somebody or something is

“hurting.” To be sure, some change efforts that introduce new technologies do not fit

this generalization. Generally, if a change in people and the way they work together is

contemplated, there must be a felt need at some strategic part of the organization (Gallos,

2006, pp.10-12).

Most of researchers in the field of Organization Development have agreed that it is a

practice that enhances organizational performance and individual development, by

increasing alignment among the various systems within the overall system. Besides, it is

a process of continuous diagnosis, action planning, implementation and evaluation, with

the goal of transferring knowledge and skills to organizations to improve their capacity

for solving problems and managing future change.

Organization Development is a planned and systemic change effort using organization

theory and behavioral science, knowledge and skills to help the organization or a unit

within an organization becomes more vital and sustainable. The practice of OD is

grounded in a distinctive set of core values and principles that guide practitioner

behavior and actions (McLean,2005).

Organizational Development Definition:

Organizational Development provides an emphasis on performance and result to bridge

the gap between theory and practice (McLean, 2005). and recently, (OD) has expanded to

focus on the alignment of organizations with the complex and rapidly changing working

environment through organizational learning and knowledge transfer as an ongoing,

systematic process of implementing effective organizational change (Glanz et al, 2008).

It is any deliberate activity in units or whole organization terms to promote and enhance

the organization efficiency, effectiveness, knowledge, expertise and productivity through

transferring knowledge and skills to people who need it or implementing and practicing

new knowledge to increase the organization capacity (Mansour, 2014, P.25).It can be

defined as an organization-wide deliberately planned effort to increase the organization

effectiveness and efficiency (Anderson, 2009). Where other give a more detailed definition

of (OD) as: process of continuous evaluating efforts including action planning and

implementation which deal with transferring knowledge and skills to organizations that

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leads to improve its capacity for solving problems and managing future change (Glanz et

al.,2008).

Moreover, it is an organization-wide planning effort, which includes the whole

organization to increase its effectiveness through planned interventions in the

organizations processes using behavioral-science knowledge. On the other hand, OD

defined as integrated knowledge and practice to enhances the organizational

performance and individual which viewing the organization as a complex system of

systems that exist within a larger one where the process includes wide methodologies

and approaches to strategic planning, leadership development, performance management

and coaching to support and increase the organization .As stated OD is a collection of

planned change interventions, built on humanistic-democratic values that seek to

improve organizational effectiveness and employee well being, OD encompasses the

whole organization and may involve the introduction of a new culture or ways of

operating (Wilson 2005, p.16).

OD is the planned process of improving an organization by developing its structure,

systems, and processes to improve effectiveness and achieve desired goals, it is a major

means of achieving change in the corporate culture, this development is important as

both work and the work force diversify and change. The tools and techniques used for

OD are survey feedback, sensitivity training, team building, and quality circles (Mondy et

al., 2005, p.227).

Organizational Development Process:

The Process of OD consists of the following point (Cummings et al., 2009, PP.75-189):

1. Entering and Contracting: are the initial steps in the OD process. They involve

defining in a preliminary manner the organization’s problems or opportunities

for development and establishing a collaborative relationship between the OD

practitioner and members of the client system about how to work on those

issues. Entering and contracting set the initial parameters for carrying out the

subsequent phases of OD: diagnosing the organization, planning and

implementing changes, and evaluating and institutionalizing them. They help to

define what issues would address by those activities, which will carry them out,

and how they would accomplished.

2. Diagnosing organizations: is the second major phase in the process of

organization development. When done well, diagnosis clearly points the

organization and the OD practitioner toward a set of appropriate intervention

activities that will improve organization effectiveness. Diagnosis is the process

of understanding a system’s current functioning. It involves collecting pertinent

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information about current operations, analyzing those data, and drawing

conclusions for potential change and improvement.

3. Diagnosing Groups and Jobs: Diagnosis of large groups can follow the

dimensions and relational fits applicable to organization-level diagnoses. In

essence, large groups or departments operate much like organizations, and their

functioning can be assessed by diagnosing them as organizations. Small

departments and groups, however, can behave differently from large

organizations; they need their own diagnostic models to reflect those

differences. Such groups generally consist of a relatively small number of

people working face-to-face on a shared task. Work groups are prevalent in all

sizes of organizations. They can be relatively permanent and perform an

ongoing function, or they can be temporary and exist only to perform a certain

task or to make a specific decision. Finally, an individual job has constructed to

perform a specific task or set of tasks. How jobs were designed can affect

individual and organizational effectiveness.

4. Collecting and Analyzing the Diagnostic Information: The quality of the

information gathered is a critical part of the OD process. Data collection

involves gathering information on specific organizational features, such as the

inputs, design components, and outputs. The process begins by establishing an

effective relationship between the OD practitioner and those from whom data

will be collected and then choosing data collection techniques. Four methods

could used to collect data: questionnaires, interviews, observations, and

unobtrusive measures. Data analysis organizes and examines the information to

make clear the underlying causes of an organizational problem or to identify

areas for future development.

5. Feeding Back Diagnostic Information: Perhaps the most important step in the

diagnostic process is feeding back diagnostic information to the client

organization. Although the data may have collected with the client’s help, the

OD practitioner often organizes and presents them to the client. Properly

analyzed and meaningful data can have an impact on organizational change only

if organization members can use the information to devise appropriate action

plans. A key objective of the feedback process is to be sure that the client has

ownership of the data.

6. Designing Interventions: An organization development intervention is a

sequence of activities, actions, and events intended to help an organization

improve its performance and effectiveness. Intervention design, or action

planning, derives from careful diagnosis and is mean to resolve specific

problems and to improve particular areas of organizational functioning

identified in the diagnosis. OD interventions vary from standardized programs

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that have been developed and used in many organizations to relatively unique

programs tailored to a specific organization or department.

7. Leading and Managing Change: After diagnosis reveals the causes of problems

or identifies opportunities for development, organization members begin

planning and subsequently leading and implementing the changes necessary to

improve organization effectiveness and performance. Change can vary in

complexity from the introduction of relatively simple processes into a small

workgroup to transforming the strategies and design features of the whole

organization.

8. Evaluating and Institutionalizing Organization Development Interventions: This

final stage of the organization development cycle—evaluation and

institutionalization. Evaluation is concerned with providing feedback to

practitioners and organization members about the progress and impact of

interventions. Such information may suggest the need for further diagnosis and

modification of the change program, or it may show that the intervention is

successful. Institutionalization is a process for maintaining a particular change

for an appropriate period. It ensures that the results of successful change

programs persist over time. Evaluation processes consider both the

implementation success of the intended intervention and the long-term results it

produces. Two key aspects of effective evaluation are measurement and research

design. The persistence of intervention effects is examine in a framework

showing the organization characteristics, intervention dimensions, and processes

contributing to the institutionalization of OD interventions in organizations.

Organizational Development Characteristics:

Organizational development characteristics can be summarized as follows (Mansour,

2014, PP.25-26):

1. Long planned term process.

2. Attend to enhance the whole organization effectiveness and efficiency as one

system.

3. Problem-oriented deal with real situation

4. Behavioral- educational science that includes learning efforts.

5. A collaborative between the whole organization and top management support is

essential.

Additionally, the (OD) characteristics could be outlined as follows (Durai, 2010):

1. Group based, long term efforts.

2. Planned program dealing with the total system and consider departments as

subsystems.

3. Concerned with the process and deals with the way things are done

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4. Concerned with the management and develop Organizational Culture and

Structure (OCS).

5. Includes application from behavioral science research to develop the

organization effectiveness.

Most authors agree there are several characteristics associated with effective

organizational development and the movement towards a strategic-oriented agency:

1. Pressure for Improvement: Also referred to as establishing a sense of urgency,

organizations experiencing a pressure for improvement agency-wide and across

relevant external stakeholders were more likely to sustain commitment to the

development process (Rainey, 2009).

2. Involved Administrator: A top executive must involve themselves heavily in the

initial change process steps, but also empower and nurture skill building

(Fernandez et al., 2006). The administrator must also possess a clear vision and be

capable of innovating new ways for framing problems (Kotter, 2001).

3. Clear Vision: There is significant overlap with this concept of clear vision

relative to the two preceding organizational research fields. Organizational

development research also indicates establishing a clear vision helps direct

change efforts, develop strategies that will achieve the vision, and creates

consistency of expectations agency-wide (Kotter, 1995; Fernandez et al., 2006).

4. An Initial Diagnostic: A critical element for successfully pursuing organizational

development involves an initial diagnostic phase that uses a multi-level,

collaborative fact finding approach to 1) understand existing agency dynamics;

2) review agency interrelationships; 3) identify key problems; and 3) generate

consensus over benchmark starting points (Harvey, 2001 ; Rainey, 2009).

5. Reinforcement of Results: Organizational development and change management

literature reveal the importance of celebrating successes and reinforcing desired

patterns of behavior (Harvey, 2001).

Organizational Development Objectives:

The (OD) objectives are (Mansour, 2014, P.27):

1. Improved organizational performance.

2. Enhanced the organization adaptability to its environment.

3. Members desire to face organizational problems and contribute creative

solutions.

4. Support and encourage knowledge transfer and open communication between all

levels and units.

5. Continuation organization diagnosis development to ensure optimal resources

utilization.

On the other hand, (OD) objectives are (Durai ,2010):

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1. Improve the organization ability to manage change effectively.

2. Allocate the organization resource in the most productivity manner.

3. Improve organizational and individual efficiency accomplishment with the

organization goal through planned intervention.

4. Achieve efficiency it team-building process through better communications,

skills acquisition, and career development.

5. Develop efficacy leadership style and decision making process in dynamic

environment.

6. Achieving healthy collaboration among units by reducing competition between

them.

7. Resolve potential conflict between departments.

Reasons for OD Failure:

The following are the possible reasons why so many OD change efforts fail (Zackrison et

al.,2003):

1. I-advised interventions: They should not have been undertaken to begin with.

2. Inappropriate use of external consultants: Consultants were engaged, or took

responsibility, for interventions that should have been addressed by the

organization.

3. Self-centered consultant: The consultants were more interested in doing their

own thing than in helping the client.

4. The wrong type of consultant: Many change efforts failed because the wrong

type of consultant selected to help facilitate or manage the change.

5. Solving with symptoms: The change effort focused on an issue that was really a

symptom of some other root cause.

6. Providing first aid to terminally ill patients: The organization’s management

waited until it was too late to start an improvement process.

7. Dead elephants are ignored: Consultants and/or key stakeholders ignore a

problem that should have been addressed, and that (in turn) leads to failure.

8. Management was incapable of managing the change: Change efforts fail because

managers do not feel a strong need to change or else do not know how to go

about it.

9. Management was incapable of keeping the change going: Change efforts fail

because there is no sustained commitment to change.

10. Lack of key stakeholder support: Change efforts fail because key stakeholders do

not provide the necessary support.

11. Consultant uneducated or disinterested in change processes: Change efforts fail

because the consultants do not know how to make the change themselves.

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12. Inadequate or inappropriate evaluation: Many consulting interventions fail

because the consulting effort was inappropriately or ineffectively evaluated—or

else not evaluated at all.

13. Confusion between “od” and “OD”: Many OD consulting interventions fail

because so-called OD consultants were unable or unwilling to recognize the

difference between “little od” and “big OD.” Little od is about one change effort.

An example would be a consultant who specializes in team building and calls

herself an OD consultant. But team building is not big OD, the entire field that

focuses on bringing about change in organizational settings through various

interventions and through a process of involving those who are affected by

change.

14. Confusion between techniques and processes: Many OD interventions fail

because the consultants responsible for their design and facilitation were so hung

up on their own favorite techniques that they forgot to pay attention to relevant

existing and/or emerging processes.

15. Focusing on improving processes instead of on improving the output that those

processes produce: Many OD interventions fail because the consultants

designing and facilitating them began by asking, “What are we going to do?,”

when they should have begun by asking, “What do we want to achieve?”.

OD Challenges:

The following are the OD Challenges (Rothwell, 2005, pp.19-20):

1. OD is long-range in perspective. It is not a “quick-fix” strategy for solving short-

term performance issues, as employee training has often inappropriately

perceived to be. Many managers are becoming acutely aware of the need to

move beyond quick, unworkable solutions to complex organizational problems.

Organization development is a means to bring about complex, deep, and lasting

change. This may include any domain in the organization that is in need of

learning to be better so performance has enhanced. Patience and a long-term

effort are required to achieve deep and significant change. In many organizations

OD has coupled with strategic business planning, a natural fit because both can

be long-range in scope.

2. Top managers should support OD. They are usually the chief power brokers and

change agents in any organization; top managers control an organization’s

resources and reward systems. Although OD efforts could undertake at any

organizational level without direct top-management participation, OD is less

likely to succeed if it does not have at least tacit approval from top management.

3. OD effects change, although not exclusively, through education. Organization

development expands people’s ideas, beliefs, and behaviors so that they can

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apply new approaches to old states of existence. Even more importantly, OD

change efforts go beyond employee-training efforts and concentrate on the work

group or organization in which new ideas, beliefs, or behaviors are to be applied.

4. OD emphasizes employee participation in assessing the current and a positive

future state, making free and collaborative choices on how implementation

should proceed, and empowering the system to take responsibility for achieving

and evaluating results. In this sense OD differs from other methods that hold

managers or consultants responsible for the success or failure of a change effort.

The entire system is accountable rather than just management. In OD, everyone

in an organization who is affected by change should have an opportunity to

contribute to—and accept responsibility for—the continuous improvement

process or the transformation. Organizational effectiveness and humanistic

values meet as employee ownership increases in change processes and outcomes.

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Section Three- UNRWA and E-HRM Application in UNRWA

Background:

The United Nations Relief and Works Agency for Palestine Refugees in the Near East

(UNRWA) established as a subsidiary organ of the United Nations General Assembly on

8 December 1949 and became operational on 1 May 1950. It is one of the largest United

Nations programs. The Agency has played an essential role for over 60 years since its

establishment in providing vital services for the well-being, human development and

protection of Palestine refugees and the amelioration of their plight, pending the just

resolution of the question of the Palestine refugees.

The UNRWA mission is to help Palestine refugees achieve their full potential in human

development under the difficult circumstances in which they live, consistent with

internationally agreed goals and standards. In order to do this, the Agency provides a

variety of essential services within the framework of international standards to Palestine

refugees in the Gaza Strip, the West Bank, Jordan, Lebanon and Syria.

Through its delivery of effective services over more than six decades, in partnership

with host authorities, donors and refugees, UNRWA has helped ensure that the standards

of human development for Palestine refugees compare favorably with their neighbors in

the region. Despite very challenging operating conditions, the Agency maintains its role

as the largest service provider to the refugees, pending a political solution to their plight.

Since its establishment, UNRWA has provided its services during times of calm and

hostility, demonstrating its long-term commitment to the welfare and human

development of Palestinian refugees. Today, UNRWA operates over 900 installations

including schools, health clinics, training centers, and distribution centers. For many

refugees, UNRWA serves as the primary or sole provider of such basic services as

education, health care, food, and shelter acquisition (UNRWA website, accessed on

20/07/2015).

UNRWA Programs:

The following are the UNRWA programs (UNRWA website, accessed on 20/07/2015):

1. Education: UNRWA believes a thriving Palestinian society and economy starts

with education. Education is the largest program, making up more than ½ of the

Agency’s regular budget. UNRWA operates one of the largest education systems

in the Middle East, opening the doors of its 666 schools to nearly 500,000 pupils

each day. All refugee children of school age are eligible to enroll in UNRWA

schools, which provide free basic education across nine grades. This includes six

years of primary schooling and three or four years at a preparatory level.

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2. Health: UNRWA provides primary and preventative health services for refugees

through its 137 healthcare centers, 118 dental clinics and fleet of mobile clinics.

The Agency also maintains a high level of disease awareness and control through

educational campaigns designed to teach refugees techniques for keeping

themselves and their families healthy. UNRWA’s overarching goal is to enable

refugees to live long and healthy lives. UNRWA clinics also provide emergency

healthcare services, especially during times of conflict.

3. Relief and Social Services: it provides a wide range of direct and indirect social

protection services. Relief programs seek to alleviate the most dangerous

consequences of poverty by prioritizing the needs of the abject poor and

providing them with food, cash subsidies, or grants for family emergencies.

Social services, programs address the socio-economic needs of refugee

communities by empowering vulnerable members of the community such as

women, children, and persons with disabilities, helping them to become

independent, self-reliant contributing members of the community.

4. Microfinance: UNRWA’s Microfinance program provides affordable credit to

small business owners, families, and micro-entrepreneurs. These low-interest

loans catalyze and sustain job creation, reduce poverty, and promote self-

reliance, especially among women and youth.

5. Protection: UNRWA protects Palestinian refugee by safeguarding and

advocating for their human rights. These rights include the right to education,

healthcare, food, shelter, personal integrity, and poverty. Each field presents

unique challenges to UNRWA’s protection efforts.

Reasons for Applying the E-HRM in UNRWA:

The following are the responses why UNRWA applied E-HR (A.Ikrmail, interview, 2015):

1. The increase in the number of staff in UNRWA, therefore it will be very difficult

to provide information in the traditional manner for all the staff.

2. The need to archive all files and transactions in electronic form, which facilitates

the search process.

3. Orientation towards the employment of technology and rely on the information

in decision-making at all levels.

4. The difficulty of manual information management for large numbers of

employees and the need to transform the administrative processes to electronic

systems.

5. Facilitated transactions between different departments.

6. Speed up access to information.

7. Facilitate the completion of tasks, especially under work pressure.

8. The difficulty of use, management and storage of paperwork.

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9. Lack of accuracy of the old system.

10. To ensure fair and transparent recruitment d selection process.

11. Easy access to the information, which required for the Department of Human

Resources.

12. Save time and effort in obtaining information.

E-HRM System Applications Used in UNRWA:

The E-HRM System Applications Used in UNRWA is (A.Ikrmail, interview, 2015):

1. Leave management program: Leave management program has applied during 2009-

2010. It is one of the electronic programs, which works to automate the working

environment of staff, as it is characterized by ease of use and accuracy of the

transactions and streamlined in terms of leave management, leave delivery and

adoption electronically, as well as avoided the mistakes that come from manual

transactions for leave such as entering the wrong data, missing information and late

submission and other errors.

This system deals with specific types of leaves, especially with the leaves that are

not based on additional documented reports. Types of vacations that can be handled

through the program, for instance (annual leave, compensatory leave, sadness leave,

sick emergency leave, sick emergency leave for family reasons, sick leave,

maternity leave, paternity leave.

2. The Electronic Performance Appraisal System: it has applied during 2013. The key

output of this system is the electronic performance appraisal report as a tool that

supports the process of implementing performance policy and its application, as each

part of the electronic performance appraisal report is filled by a different user within

the administrative hierarchy, where there are three users within the performance

management hierarchy, the responsibility of each one of them is different from the

other.

a. Employee: who fills his main achievements during the evaluation period,

and signs the final assessment

b. Direct supervisor: who discusses the performance and the development

needs of the employee during the year, and evaluates all employees in

light of the objectives and related indicators, as well as he fills the overall

evaluation

c. Second supervisor: who reviews the evaluation report and approves it

(Electronic performance appraisal report User's Guide, 2011).

The new performance appraisal system offers three assessments to determine the

performance level of staff, where there are two excellent evaluations ("best

performance" and "as completely expected"). While, there is one evaluation to deal

with the poor performance ("There is an opportunity for improvement"). The new

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performance evaluation also requires only two signatures for each evaluation

process, namely the signing of the direct supervisor and the second supervisor of the

employee. This process will ensure that the signatories are familiar with the

performance evaluation of their employees, and they are able to review staff

performance and review all stages of the evaluation process in an electronic form.

3. The staff Information portal: it is the transparent window between UNRWA staff

and management, which has implemented in 2012, where anyone could find all the

latest news, developments, and releases in UNRWA accompanied with a group of

electronic services that facilitate the work and the communication between

employees. As a result, any employee can use a rapid response mechanism to direct

a question or complaint or a proposal to the responsible person in his department or

in other departments in the UNRWA.In addition to providing a variety of services to

employees such as displaying salary, vacations, performance evaluation report, the

possibility of requesting leave, and loans. The gate also offers a range of models and

documents that may require the employee to carry out special transactions such as

loan application, or request to travel abroad, etc., as well as the announcement of the

instructions and regulations of human resources and labor laws pertaining to staff

through this gate, which can be accessed by each employee through the website

(Portal.unrwa.ps) and then enter the user name and password.

4. The e-recruitment program: work using e-recruitment system began in 2006-2007 in

UNRWA, as the announcement of vacancies in UNRWA through the website

(jobs.unrwa.ps) then the applicant can submit the application electronically. Then the

screening process of applications has done electronically. After that, the names of

candidates announced electronically where qualified candidates could aske to attend

exam and interview based on competence of the United Nations. Then advertising

the name of the job-winning candidate. However, the program does not provide the

possibility of sending tests electronically via the Internet, as well as where there is no

possibility to conduct interviews with applicants.

5. The e-recruitment for teachers program (Roster for teachers): it is a special program

for teacher recruitments, which has implemented in 2009. The main objective of this

system is finds a suitable candidate to replace the primary teacher who is on leave.

The program includes integrated information about a large group of qualified

teachers for jobs, who are on waiting lists and selected according to their

classification in terms of efficiency. This system provides a lot of effort, cost and

easier to obtain replacements as quickly as required.

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Chapter Three

Previous Studies

- Introduction

- Palestinian Studies

- Arabic Studies

- Foreign Studies

- General Commentary on Previous Studies

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Chapter Three -Previous Studies

Introduction:

A number of recently published studies and papers on E-HRM viewed to support the

research. The studies are from different Palestinian, Arab and international authors from

countries worldwide. Most of the concepts related to E-HRM is covered within those

studies. Besides, most of these studies agrees on the continuing popularity of E-HRM,

and the significant importance of this tool which contribute to the success of the

HR department as well as the organizations as a whole. The studies reviewed ordered in

a chronological basis from the newest to the oldest.

Local Studies

1. (Saleh,2014),Factors Affecting the Acceptance of electronic human resource

management System in Palestinian Service Sector

This study aims at investigating factors affecting the adoption of Electronic Human

Resource Management system (e-HRM) in Palestine and to develop an e-HRM

framework that adopted by the Palestinian organizations to utilize technology

effectively in their operations. The study relied on a representative sample of banks,

government organizations, hospitals, insurance companies, internet service providers,

logistics companies, telecommunication companies and universities working in

Palestine. The development of the framework has based on the extension of other

existing models, namely, Technology Acceptance Model (TAM), Theory of Planned

Behavior (TPB), Yale model of Communication and Persuasion, Perceived Risk, Social

Risk, and Organizations Role. To conduct the study, both qualitative and quantitative

research methods have used. Qualitative data has collected via interviews with IT

specialists and HR managers. Besides, a self-report questionnaire has designed to gather

the pertinent quantitative data from sample of HR managers, IT managers, department

managers, and employees in the targeted organizations.

Research Conclusions:

a. Results indicate the perceived ease of use; attitude, intention and communication

are the most significant factors influencing e-HRM adoption in Palestine.

b. Results indicate that perceived risk, system security, organization role and

availability of resources are influencing e-HRM technology adoption in less

degree.

Research Recommendations:

a. Palestinian organizations should work on formulating new strategies, developing

their operational process, introducing services with high quality through e-HRM

adoption.

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b. Palestinian organizations should pay more attention to finding technical staff

capable of handling e-HRM adoption and solving potential problems that could

face employees during work.

c. Companies should adapt E-HRM as an integrated system with all other existing

electronic systems.

d. Palestinian Authority and donors have to increase funds and resources to develop

Palestinian ICT sector and other technological innovation like e- HRM.

e. Ministry of Telecommunication and information should work on legislating and

enforcing regulations and laws regarding the application of e-HRM technologies

to ensure the existence of legal action to protect organization information

f. Intensify efforts that aim toward increasing Palestinian citizen’s awareness and

understanding regarding Information Technology tools and innovation like e-

HRM.

g. Organizations have to increase funds and resources allocated in technical

research and development to keep pace with technological advancement in the

business areas.

2. (Abu Amra, 2012),The Evaluation of UNRWA Organizational Development

from Gaza Field Office staff member’s perspectives

This Study aims to identify UNRWA – Gaza Field Office staff member’s evaluation of

the UNRWA Organizational Development Plan, especially the Leader & Management

sector.

The researcher used the descriptive method and comprehensive survey to collect data to

meet the research objectives using SPSS program to analyze data. Ninety-nine

Questionnaire was used as a tool to explore the responses of the study population, the

collected questionnaires were (81) recovery rate (82%).

Research Conclusions:

a. Gaza Field Office staff members have moderate evaluation regarding the results

of organizational development initiatives that related to leadership and

management.

b. There is a positive relationship, statistically significant at a level of 4%, between

the following variables (1. leadership and management skills improve, 2.

discussion and internal communication with staff members, 3. accountability,

transparency, and monitoring, and 4.networking fundraising) and leadership and

management development level.

Research Recommendations:

a. UNRWA should prioritize the implementation of the new job classifications and

compensation; however, in parallel with this implementation, a comprehensive

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awareness plan regarding the new system and its regulations should circulate to

the staff members.

b. A comprehensive, continuous training plan should establish to keep the

achievement of leadership and management development initiative through

preserving a high skilled working force.

c. Preserving the reached level in the field of discussion and internal

communication with staff members using the same communication tools that

were used during the OD plan and creating new communication methods.

d. UNRWA should let the LSU (Local Staff Union) sharing and participating in all

monitoring and accountability systems and procedures in order to prevent any

future misunderstanding resulting from lack of coordination between the LSU

and UNRWA Administration.

3. (Ammar, 2012),The satisfaction level of employees towards the implementation

of E-HRM in UNRWA

The purpose of this study was to determine the satisfaction level of employees towards

the implementation of E-HRM in UNRWA. The researcher adopted the descriptive,

analytical approach, by which data had collected and interpreted; a questionnaire was

used to explore the opinion of the study sample that were 302 employees, it represented

46% of the study population, which consists of 663 employees who are the

administrative staff in the education department and all the staff members in the HR

department.

Study Conclusions:

a. E-HRM implementation participated in simplifying work procedures, decreasing

workload, increasing effective communication and achieving transparency.

b. Employees are Satisfied with E-HRM implementation in UNRWA, and the

satisfaction level is estimated by 72.88%.

c. There is a significant correlation between the level of employees’ satisfaction

towards E-HRM and the benefits of E-HRM system, such as Simplifying work

procedures, decreasing workload, increasing effective communication and

achieving transparency.

d. There is a significant correlation between the level of employees’ satisfaction

towards E-HRM and the implementation of E-HRM system due to the easiness

of dealing with the system and its various applications, compatibility of the used

electronic applications with work requirements, and providing the technical

requirements of the system.

e. There are significant differences in respondents’ responses to the level of

satisfaction towards E-HRM system at UNRWA due to Position title, position

Grade and the place in which employee works.

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f. There are no significant differences in respondents’ responses on the level of

satisfaction towards E-HRM system at UNRWA due to gender, age, academic

qualification, Years of experience at the position, and department in which

employee works.

Study Recommendations:

a. Developing E-HRM to include all HR functions and activities, designing one

portal to include all E-HRM applications to facilitate the access to all

applications, and developing the reports of E-HRM applications to be easy, clear

and compatible to the requirements of the work.

b. Increasing the efficiency of the intranet, increasing the speed of the internet,

improving the technical support for E-HRM users, facilitate the communication

between the users and the technical support staff to guarantee a quick response,

regular maintenance of the infrastructure of E-HRM such as computers, software

and networks, increasing the training courses for all employees on the use of

various E-HRM applications and conducting regular meetings with E-HRM users

to get a continuous feedback about the problems of implementing E-HRM in

order to solve it as soon as possible.

c. Establishing a central information unit in the HR department, to be the reference

of information for all the other departments in UNRWA, in order to achieve

information unification and integration between all departments.

4. (Abu Ammouneh, 2009),The reality of Electronic Human Resource Management

(e-HRM) at the Palestinian universities in the Gaza strip

This study aims at realizing e-HRM at the Palestinian universities in the Gaza strip by

studying the clearness of the importance of the concept at different management levels,

the administrative support for changing to e-Management, the infrastructure of IT

centers, HR system and e-Learning system.

The study population consists of (239) employees from different managerial levels, and

(35) employees from IT centers. The study samples consist of (148) from different

management levels, (35) employees from IT centers, and the response was 84.31%. To

acquire data for the research, the researcher used the questionnaire from (88) as a study

tool, and followed the descriptive analytic style. Program (SPSS) used for analyzing

study data.

Study Conclusions:

a. There are fully cleared for the importance of e-HRM at different managerial

levels.

b. Full support from the administrative for the changing process to e-Management.

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c. The availability for sufficient infrastructure at IT Centres that could be used to

start the changing process to e-Management in general, and to e-HRM in

specific.

d. The HR systems which are used in the universities have some functions of e-

HRM.

e. The e-Learning systems, which used in the universities, have ICT tools that not

used effectively in e-HRM functions.

f. All universities have a shortage of finance, which affect strongly the process of

converting the management systems to e-Management systems.

g. The Islamic University have distinction in e-HRM functions and IT

infrastructure.

Study Recommendations:

a. The necessity of coordinating and cooperating between universities in the

changing process to e-Management.

b. Give the priority to the changing process to e-Management.

c. Provide sufficient finance to IT centres.

d. Have a legal adoption for electronic signature.

e. Full utilization of available ICT tools in Implementing different functions and

activities for e-HRM.

Arabic Studies:

1. (Khashman et al., 2015),The Impact of Electronic Human Resource Management (E-

HRM) Practices on Business Performance in Jordanian Telecommunications Sector:

“The Employees Perspective”

This Paper aimed to identify the impact of electronic human resource management

practices through the main study dimensions represented in the (e-recruitment, e-

selection, e-training, e-performance appraisal, e-communications and e-compensation)

on the operational performance. Represented through the main dimensions shown as

follows: (Time, financial cost, quality of service and flexibility) in the Jordanian

telecommunications sectors represented by the three companies of Cellular

Communications (Zain, Orange and Umniah).

The study population consisted of all supervisory positions, employees in the three

companies. To achieve the objectives of the study, the researcher used the descriptive,

analytical method and a stratified random sample consisting of 178 employees males

and females who were selected to collect data needed, then the questionnaire was

developed and distributed to the sample, data were analyzed using SPSS statistical

software, a descriptive and analytical statistics were used for the process of analysis.

Research Conclusions:

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a. The results showed that there was an existence of a positive, statistically

significant impact of dimensions of electronic human resources management (e-

recruitment, e-selection, e-training, e-performance appraisal, e-communications

and e-compensation) on the dimensions of operational performance (time, cost,

quality of service, and flexibility).

b. The paper showed the role of E-HRM practices in achieving operational

performance by providing the members of the organization with real information

enabling correct right decisions reactions in making orders to enhance

operational performance.

Research Recommendations:

a. Shed some light for policy makers and allowing them to increase attention to the

practices of human resource management because of their importance in

improving operational performance in the Jordanian telecommunication sector.

2. (Rawash et al., 2012),The Impact of Electronic Human Resource Management

on Organization's Market Share: An Empirical Study on the Housing Bank for

Trade and Finance in Jordan

This study aimed to investigate the impact of Electronic Human Resource Management

(E-HRM) on organization's market share: An empirical study on the Housing Bank for

Trade and Finance in Jordan. The main goal of this study is to attempt to understand the

role of electronic management and the role of human resources in achieve high market

share for the organization.

Thus, the study seeks to identify the relationships between electronic management and

human resource management and how it achieve high market share for the organization

from the perspective of workers at the Housing Bank for Trade and Finance. In this

study, the sample contains the employees in the Housing Bank for Trade and Finance in

Jordan.

Research Conclusions:

a. There is significant relation between the electronic management and the market

share of the Housing Bank for Trade and Finance.

b. there is significant relation between the electronic management and the

development of human resource of the Housing Bank for Trade and Finance.

c. There is significant relation between the human resource development and the

market share of the Housing Bank for Trade and Finance.

d. There is clarity among a sample of the study about the importance of electronic

human resources management.

e. It was found that there is a lack of empirical research regarding the integrating

between EM and HRM to improve organization performance. Therefore, the

author attempts to address these voids in literature by proposing an empirical

integration.

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Research Recommendations:

a. The investigation into how E-HRM characteristics could translate into E-

Business interface. Moreover, designing guidelines that are more elaborate

would be beneficial to future developers of E-business. By doing so, this

research will derive future trends for EM and HRM; an integrated model to

improve organization performance.

Foreign Studies:

1. (Ukandu et al., 2014),Influence of E-HRM in decision making in selected

tertiary institutions in South Africa

The study aims to explore the influence of electronic human resource management (E-

HRM) systems in decision making specifically to uncover the benefits and challenges of

using E-HRM systems in the human resource management (HRM) functions of South

African tertiary institutions.

In order to examine the utilization of E-HRM system in the universities, a combination

of both qualitative and quantitative research methods has employed. This research

design enabled the researchers to have a better understanding of the study from a

subjective and objective point of view since it involved the use of in-depth interviews,

and questionnaires.

The target population for this study comprised university staff members’ namely human

resource directors and managers (HR Staff) and other university staff members who use

the services of the human resource department. Stratified sampling has employed.

Altogether, 450 questionnaires have distributed while 306 responses were returned.

Research Conclusions:

a. The agreement of HR staff that E-HRM would indeed improve the levels of

efficiency and effectiveness in their institutions.

b. The utilization of E-HRM system by the HR managers has brought about faster

turnaround time, efficiency and immediacy in feedback to staff queries and

helping the HR managers in making good decisions.

c. The function of E-HRM system includes enabling the HR managers in recording

and managing absenteeism. It also enables them to respond to their applicants

speedily. However, it was clear from the analysis that not all HR managers in the

South African tertiary institutions are optimally utilizing E-HRM system for

decision-making in their HR functions.

Research Recommendations:

a. There is a need for management to support the use of E-HRM system as a

decision-making tool in the South African tertiary institutions.

b. The management of the South African tertiary institutions should invest in a state

of the art system that is home grown, rather than software that is ill suited for

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their higher education environment. The use of E-HRM system should be

improved in South African tertiary institutions to improve the work function of

the HR managers and also to bring about quick service delivery.

2. (Moilanen, 2013),The consequences of e-HRM on line managers

The purpose of this research was to provide a deeper insight into the consequences of

electronic human resource management (e-HRM) for line managers. The consequences

were viewed as used information system (IS) potentials pertaining to the moderate

voluntarist category of consequences. Due to the need to contextualize the research and

draw on line managers’ personal experiences, a qualitative approach in a case study

setting was selected. The empirical part of the research is loosely based on literature on

HRM and e-HRM and it was conducted in an industrial private sector company. In this

thesis, method triangulation was utilized, as nine semi-structured interviews, conducted

in a European setting, created the main method for data collection and analysis.

Study Conclusions:

a. E-HRM has partly been taken into use, but all features and possibilities of the

system are not familiar to the managers, and there were even some

misunderstanding of the features available.

b. The advantages of E-HRM are in line with the company’s goals. The advantages

are e.g. an transparency of data, process consistency, and having an efficient and

easy-to-use tool at one’s disposal. However, several unintended, even

contradictory, and mainly negative outcomes can also be identified, such as over-

complicated processes, insecurity in use of the tool, and the lack of co-operation

with HR professionals.

c. The use of e-HRM and managers’ perceptions regarding E-HRM affect the way

in which managers perceive the consequences of E-HRM on their work. Overall,

the consequences of E-HRM are divergent, even contradictory. The managers

who considered E-HRM mostly beneficial to their work found that E-HRM

affects their work by providing information and increasing efficiency. Those

managers who mostly perceived challenges in E-HRM did not think that E-HRM

had affected their role or their work.

Study Recommendations:

a. E-HRM is not a technological change, but first and foremost a change in the

mindset and the acceptance that it is a permanent development.

b. The adoption of E-HRM could be more systematic ifseen as a learning process in

which systematic and facilitated group interactional processes could advance the

organizational learning and benefit different groups, such as managers, HR

professionals, employees etc.

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c. HR professionals could take a more proactive role on reshaping the perceptions

of managers on E-HRM through interactive interventions.

d. The E-HRM is an innovation must not overlook its importance, both for

management or to individuals. Therefore, the nature of the work of various

organizations should be taken into account, as it might be difficult to develop

specific regulations that can be applicable to all organizations.

3. (Ramezan et al., 2013),The Effect of Electronic Human Resources Management

on Quality of Services Provided By Human Resources in the Insurance Industry

(Case Study: Iran Insurance Company in Khorramabad City)

This research is attempting to explore and study the important dimensions of electronic

human resources management and the effect of these dimensions on quality of services

provided by human resources of Iran insurance company in the city of Khorramabad.

After studying the previous research to build a conceptual model a questionnaire

consisting of dimensions of electronic human resource management and quality of

services provided by human resources (with confirmed reliability and validity), the

questionnaires were given to the employees of Iran insurance company in the city of

Khorramabad and finally, the data collected from 72 questionnaires were analyzed by

using the structural equation modeling by AMOS software. The study is a correlation

survey in which the electronic human resources management is considered as the

independent variable and the quality of services provided by human resources as the

dependent variable.

Study Conclusions:

a. The organizations have paid more attention to electronic human resources

management, the quality of services provided by human resources have been

improved.

b. According to the results of the study, Iran insurance company of the city of

Khorramabad, from the E-HRM view is in relatively good condition but it needs

to be more sensitive in regard to e-learning and to devote more attention to this

issue and simultaneously, the electronic programs of assessment of staff

performance should not be ignored.

c. The company also should use an electronic rewarding system and further develop

the programs of E-HRM and by using of these systems, create motivation and

enthusiasm in the organization to provide a more conducive environment in order

to improve the quality of services provided by the human resources.

Study Recommendations:

a. In order to improve the e-learning, the organization should use of the

synchronous or asynchronous teaching tools, including books, graphics, audio,

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video, CD-ROM, online learning, interactive video conferencing and use of

higher education courses for the staff.

b. In order to improve the electronic assessment, it is suggested that the

organization through creation of a web page makes it possible for its employees

to provide a 360-degree assessment. 360-degree feedback is a completed cycle

during which staff can get feedback from all members (including peers,

subordinates, managers, customers, suppliers, etc.).

c. In order to develop an e- rewarding system, the organization by providing an

electronic assessment system, should create a platform that staff can get rewards

commensurate with their performance.

4. (Abzari et al., 2013),Analyzing the Effects of Electronic Human Resource

Management on the Talent Management Strategies (Medical University of

Isfahan as a Case Study)

The purpose of this study is to examine the effects of implementation of electronic

human resource Management subsystems on the talent management strategies in the

medical university of Isfahan. This study is a practical research from purpose

perspective and is a descriptive-survey one from methodological view. A sample of 70

employees has been selected randomly based on the primary sampling information. In

order to collect the data, a self- administrated questionnaire has been used.

Study Conclusions:

a. The results indicate that 77% of the variations of management strategies

positively can be explained by electronic human resource planning subsystem.

b. The results indicate that 69% of the variations of management strategies

positively can be explained by electronic recruitment and selection subsystem.

c. The results indicate that 74% of the variations of management strategies

positively can be explained by electronic performance evaluation subsystem.

d. The results indicate that 70% of the variations of management strategies

positively can be explained by electronic compensation subsystem.

e. The results indicate that 62% of the variations of management strategies

positively can be explained by electronic human resource development

subsystem

f. The results indicate that 57% of the variations of management strategies

positively can be explained by electronic discipline and moral criterions

subsystem.

Study Recommendations:

The universities must improve the following infrastructures for doing their electronic

human resource management efforts and predicting human resource needs:

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a. Organization’s hardware and software infrastructures in electronic human

resource management.

b. Employees’ skills in the information technologies and implementing educational

se human resource management..

c. Employees’ knowledge about benefits of human resource infrastructures.

d. Organization’s financial supportiveness from organizational infrastructures.

e. Employees’ information technologies skills and their awareness from benefits of

human resource infrastructures.

5. (Shilpa et al., 2011), The Implications of Implementing Electronic- Human

Resource Management (E-HRM) Systems in companies

This study aims to identify the challenges facing the implementation and maintenance of

systems (E-HRM) and to identify the factors and basic requirements for the success of

the system (E-HRM) and make the necessary proposals to enhance the effectiveness of

systems (E-HRM) through a comparative study between the industrial sector and the

services sector in regard to adoption of systems (E-HRM) in Indian companies. The

sample was composed of 1,000 companies in the private sector, where these companies

apply at least three functions of E-HRM, then these companies were divided to 344

service-company 656 industrial company, The data were collected using both the

questionnaire and interview.

Study Conclusions:

a. The most important findings of the study that more factors pushed for the

adoption of a (E-HRM) system in both service sectors and industry sectors,

which will help companies in reducing the human resources management and

control expenses and reduce time lost in administrative routines achievement and

reduce paperwork.

b. In the services sector, the factors that led to the adoption of (E-HRM) are: the

desire to improve transactions and procedures for human resources in terms of

accuracy, speed and integration.

c. However, one of the major obstacles in the application of (E-HRM) is the lack of

adequate sources of funding in both sectors. Besides, for industrial companies the

second obstacle was the resistance to change and a lack of adequate training and

poor infrastructure with respect to the technical requirements for the application

of the system and poor privatization of services using the existing programs.

Study Recommendations:

There are some important factors, which must be taken into account before applying the

system (E-HRM) in order to ensure its success, including:

a. Planning from the beginning to prepare the staff to accept the system and provide

adequate training for them.

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b. Evaluating the flexibility of the system, before applying it to guarantee that it

will meet the business needs, while ensuring the existence of technical support

for the system at all stages, whether this support is from within the organization

(department specialist) or from outside.

c. Ensuring while design, electronic programs, that these programs are easy to use

and convenient to the Staff.

6. (Gupta et al., 2011),Employee's Satisfaction towards E-HRM in Service

Organizations

This study aims to assess the extent of employees’ satisfaction in the sectors of

information technology and banking toward the (E-HRM) system. The study sample was

made up of 400 employees from staff working in these sectors in India.

Study Conclusions:

Among the most important findings of the study that there are six factors that affect

employee satisfaction about the system, namely:

a. Faster communication

b. Improvements of the work system

c. Benefits of using the (E-HRM)

d. Staff management

e. Time efficiency

f. Client oriented satisfaction

g. Besides, employee satisfaction levels about these factors are varied according to

age, gender, sector and work experience, income, place of work.

Study Recommendations:

There is a necessity that (E-HRM) system should be able to satisfy external clients and

stakeholders. In fact, they are pleased; employees will in turn be very pleased about the

system.

a. There is also a need to increase communication among staff through E-HRM to

discuss their problems, which in turn will raise the level of employee satisfaction

on the system, as well as it will provide an opportunity for employees to work to

alleviate the burden of administrative work and time management efficiency

through the application of (E-HRM).

7. (Varma, 2010),The Implications of Implementing Electronic-Human Resource

Management (e-HRM) Systems in Companies

The objective of this research is to trace the emergence of E-HRM (electronic- Human

Resource Management) in the global arena as well as in the Indian scenario; to identify

the underlying factors and prerequisites for the success of an E-HRM venture; to identify

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the challenges associated with the implementation and maintenance of e-HRM systems

and to offer recommendations and suggestions for enhancing the effectiveness of E-

HRM systems.

The study is confined to the state of Maharashtra and a sample size of 1000 companies

due to cost and time constraints. For purposes of comparison a broad classification of

companies into Services sector vs Manufacturing sector and also into MNC

(Multinational company) vs Non-MNC has been considered. The research instruments

used are questionnaire and interviews. Appropriate Statistical tools including 19 Chi-

Square Test, t-test, ANOVA wherever applicable have been applied to draw logical

conclusions from the data.

Study Conclusions:

a. The major drivers for introducing E-HRM systems in companies are : Increase

Integration within the HR function; Encourage open communication and sharing

of Information; Standardize Systems and Procedures; Improve HR transactions

accuracy/speed/Integrity; Reduce paper transactions; Refocus HR staff on

strategic activities; Increase overall productivity and Reduce time spent on

routine administrative tasks by HR staff.

b. There is a significant difference in the usage of e-technology between Services

vs manufacturing companies. The usage of technology is comparatively higher in

the Services companies.

c. There is a significant difference in the usage of HR Service Delivery Tools

between Services vs. manufacturing companies.

d. Here is no significant difference between Services vs. manufacturing groups

regarding their perception of their company’s position in the E-HRM journey.

The Services companies as compared to the Manufacturing companies perceives

itself to be closer towards complete incorporation of E-HRM strategy into the

business model.

Study Recommendations:

a. Planning for employee and organizational issues from the outset.

b. Assessing the Flexibility of the HR Technology.

c. The business case for outsourcing HR administration centers on the potential for

cost savings to be delivered by investment in e-enabling HR transactions and

processes.

d. Use of Case Management Tools Case Management Tools for Compensation

Planning

8. (Zafar, et al., 2010), An Analysis of E-Human Resource Management Practices:

A case Study of State Bank of Pakistan.

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The purpose of this study is to identify the status of Pakistan with regard the technology,

especially in the field of HRM, and at which level Pakistan has applied the (E-HRM)

system in key institutions such as the State Bank of Pakistan, where the study was

applied on the human resources department at the main branch of this Bank. The sample

was 47 employees, where an open-ended questionnaire was used for the purpose of

study data collection.

Study Conclusions:

a. All institutions in Pakistan are using the latest technological applications, both in

software and hardware.

b. Further, the institution's dependence on technology is increasing and therefore

the use of (E-HRM) system continues to increase, as well as the institutions get

more benefits and strategic advantages through the application of (E-HRM), and

rely on technological applications in the completion of the functions of human

resources in the State Bank of Pakistan.

c. As a result, the Bank continues to increase its dependence on technological

applications, which ranging from administrative activities to strategic areas such

as enterprise strategy and change management, where the executive directors of

the Bank believe that the use of technology is widely helps them to make

decisions that lead to the success of the institution as a whole.

Study Recommendations:

The study concluded that a set of recommendations, the most important of it is to apply

(E-HRM) in Pakistan Stat Bank and other institutions must follow the following:

a. The need to educate and train staff to use the latest applications on (E-HRM).

b. The institution perceives the impact of this change on the staff, managers and

staff of the Human Resources Department, and determining the dimensions of

this impact to be taken into account in the organization's strategy as a whole.

c. Improve communication and coordination at the domestic level between different

parts of the organization, and externally with customers and external

stakeholders.

9. (Sanayei et al., 2008),Designing a Model For Evaluating The effectiveness of E-

HRM (Case Study: Iranian Organizations)

The purpose of this study is to clarify the (e-HRM) system and to provide tools for

studying the impact of a number of independent variables which represent the (E-HRM

system outcomes), such as job satisfaction, professional commitment and organizational

commitment, on the effectiveness of human resources management as the dependent

variable. A sample of 110 HR managers Iranians was selected. The data were collected

using a questionnaire, which was specially prepared for this purpose.

Study Conclusions:

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a. E-HRM applications are being used with low level in the Iranian institutions.

b. In fact, if the tools of (e-HRM) were used, it will have a positive impact on the

outputs of the human resources management in the Iranian institutions, for

instance job satisfaction, professional commitment, organizational commitment,

the level of pressure at work and the degree of cooperation and coordination

among the employees in the organization. All these outputs will lead in turn to

effective human resources management.

Study Recommendations:

a. The application of (e-HRM) system goals and strategies must be specified before

the system implementation started.

b. Further, the necessary infrastructure for the application of the system in the

organization should be available, namely information and communication

systems as well as IT systems. Furthermore, it is also necessary to take into

account all aspects that may be an obstacle in the way of implementation of the

system such as computers, equipment, programs, staff skills, and funding

required covering the system requirements.

10. (Strohmeier, 2007), Research in e-HRM: Review and Implications

This study reviewed a range of empirical studies on electronic Human Resource

Management (e-HRM) and discusses some implications for future research. The study

examining and analyzing the results of previous studies in terms of:

a. Definitions and framework.

b. Theoretical concept.

c. The methodologies used in previous studies.

d. Level of analysis and results.

Study Conclusions:

The study found that knowledge on electronic Human Resource Management (e-HRM)

was sufficiently available as (e-HRM) system perceived as a part of an innovation in the

field of human resources management to face the internal and external environment

changes.

The study also found that:

a. One-fifth of the studies relied on a theoretical basis.

b. One-third of the studies used the survey methodology.

c. Studies have not clearly specifying levels of analysis.

d. Focus on specific topics instead of general topics.

e. Content of the research focus on the general level in organizations.

Study Recommendations:

a. Strengthening theoretical studies and knowledge regarding this important area,

because it is a primary key to any development in this area.

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b. Future studies should focus on the analysis of doubly overall levels of The

organization and coordination with the appropriate levels of technology to avoid

any negative impact.

c. Encourage studies covering mainly the content, structure and results

11. (Voermans et al., 2006),Attitude towards E-HRM: An empirical Study at

Philips

The purpose of this study was to present a research project on attitude towards electronic

human resource management (E‐HRM). The study used an online questionnaire, in

which 99 managers and 257 employees within Philips (Electronics) Netherlands

participated. Managers and employees answered questions based on their previous

experiences with regard IT systems in general, their preferred HR roles, and their

attitude towards E-HRM systems.

This study provided a model to determine the multiple factors that affect the application

of (e-HRM) and to understand how these factors lead to the solution of problems that

may arise during the application of the system, as well as to determine the attitude of the

staff towards the implementation of this system.

Study Conclusions:

a. There are multiple factors affecting the (E-HRM) system application, for

instance a technological, organizational and human factors, all of which are

important factors that each of them affect the application of the system, as well

as each factor affects the other (mutual effect between factors).

b. In addition, the attitude of the staff towards the application of (E-HRM) is

influenced by several factors, there are two main factors to improve this

situation, namely the positive use of information technology practices, and

preferences of staff for the role played by the human resources department within

the organization and especially the strategic role of human resources.

c. Therefore, if the (E-HRM) applications were successful on the ground, and the

technology used are sophisticated and easy to use, then the attitude toward (E-

HRM) will be positive, and the benefits resulting from the changing role of

human resources management in the enterprise will be concrete.

Study Recommendations:

a. There is a need for further theoretical and experimental research focused on both

sides: technology and applications practices of the (E-HRM system), the strategic

role of human resources.

12. (Stone et al., 2006), Factors Affecting the Acceptance and Effectiveness of

Electronic Human Resource Systems

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The major purposes of this article are to: (a) present a model that relates a number of

antecedents to such consequences, (b) describe the impact of individual and EHR system

characteristics on four important EHR-related variables (i.e., information flows, social

interactions, perceived control, and system acceptance), (c) offer a set of hypotheses that

can be used to guide research on EHR systems.

Study Conclusions:

a. The study found that although the e-HR systems may be effective, at both the

organization and the individual level, it might be the reason to disable/stop some

functions of organizations and individuals, such as human relations and privacy.

Study Recommendations:

a. Good and appropriate design of the system to help increase efficiency.

b. Use a combination of traditional and electronic systems.

c. Reduction by means of electronic control and supervision that restrict the

freedom of individuals.

d. Expand the performance parameters and make it contain each employee

behaviors that can be measured.

e. Conscious control through a policy of fair information.

13. (Ruel, et al., 2004),E-HRM: Innovation or Irritation” An Explorative Empirical

Study in Five Large Companies on Web-Based HRM”

This study is an exploratory pilot study conducted in five large companies (, Ford Motor,

Belgacom, IBM, Dow Chemicals, ABN) each of which contains more than 15 thousand

employees to study and use of the functions of the reality of E-HRM using Web

technology.

Study Conclusions:

a. The trend towards E-HRM is closely linked to the operations of the organization

and orientation towards globalization.

b. E-HRM supposed to help in cost reduction as one of the major benefits, but

through the study it became clear that this reduction was only in reducing the

number of individuals working in human resources management in most cases,

but on the other hand there was an increase in new jobs as a result of the use of

technology.

c. E-HRM provides strategic integration of human resources management with the

strategy of the organization.

d. E-HRM enables staff members to exercise some functions of human resources

for themselves.

e. Companies use E-HRM to achieve unification and integration of information, to

help management to play the role of global and local characteristic.

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Study Recommendations:

a. The need to change the mentality of managers and staff, to understand the

usefulness and importance of E-HRM.

b. The E-HRM is an innovation must not overlook its importance, both for

management or to individuals. Therefore, the nature of the work of various

organizations should be taken into account, as it might be difficult to develop

specific regulations that can be applicable to all organizations.

General Commentary on the Reviewed Studies:

The studies on E-HRM in their different aspects, approaches, patterns were covered in

these studies; also, they entail different countries and cultures worldwide in Indian,

Jordanian American, Dutch, Iranian, European, and Palestinian. There is lack of Arabic

studies on E-HRM as well as its relation to organizational development.

Researcher reviewed 19 previous studies, 13 are foreign studies, 4 local studies and 2

regional study. The reviewed studies are ordered in a chronological basis from the

newest to the oldest, where the researcher has benefited from those studies, especially

for the enrichment of the theoretical framework of the study, developing the study tool,

and in the interpretation of the findings of the researcher of the study.

It was clear from some studies that there is a clear focus for both local and Arabic

studies on the organizational development in general. However, regard the e-human

resource management; the only studies that addressed this directly are the foreign

studies, where most of it has recommended further research and studies in the field of

electronic human resources management because of its importance and its consequences

on the organization as a whole.

The following are the most important results:

1. The foreign studies addressed many issues and topics regarding the E-HRM and the

organizational development, for instance the implication of implementing E-HRM,

analysis of E-HRM practices, E-HRM adoption, attitudes and satisfaction toward E-

HRM, factors affecting the acceptance of E-HRM, evaluating the effectiveness of E-

HRM and measuring the impact of E-HRM on the organizational performance and

development.

2. There was a consensus of foreign studies of the need for further research on this

topic and focus on its importance for the organization in order to achieve many

advantages, for both the HR department as well as the organization as a whole.

3. The local studies addressed the organizational development concept and its related

aspects, for instance, organizational development efficiency, impact and reality.

However, not so much studies devoted to E-HRM, where only two studies focused

on concepts like satisfaction toward E-HRM and the reality of e-management.

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4. In general, the studies focus on topics related to E-HRM Practices, attitudes toward

E-HRM, its effectiveness and contribution to HRM Effectiveness. In addition, one

study focused on effect of E-HRM on an employee’s job performance. While

another one focused on Employee's Satisfaction towards E-HRM. Further, other

studies focused on the implementation of E-HRM, and its Implications.

5. All the studies found a great relationship between E-HRM and HR department

effectiveness, as well as the organization overall effectiveness and success.

Therefore, this actually supports this study objective with regard, identifying the

impact of E-HRM on organizational development.

6. The local and regional studies used the descriptive, analytical method. Besides, these

studies used the questionnaire as a data collection tool.

7. The foreign studies used a combination of both qualitative and quantitative research

methods. Besides, the studies involved the use of in depth interviews, and

questionnaires.

8. Both foreign and regional studies focused on the E-HRM concepts and adoption in

the private sector for companies, banks and service organization. However, the local

studies focused more on nongovernmental organization sector.

The Most Distinctive Properties of this research:

1. It’s one of the few detailed studies devoted specifically to study the impact of

Electronic Human Resource Management on Organizational Development.

2. It was different in the variable used in the research (E- Recruitment, E-Selecting, E-

Training and E-Development, E-Compensation and E-Performance Appraisal).As

have seen by the researcher that these variables play a very strong role in E-HRM

and its relation to Organizational Development .

3. There are not a lot of studies in the electronic human resources management towards

international non-governmental organizations. Therefore, this research one of the

few studies that shed light on the electronic Human Resource Management and its

impact on organizational development of international institutions such as UNRWA.

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Chapter Four

The Research Practical Framework

- Introduction

- Research Methodology

- Research Design

- Sources of Data

- Research Population and Sample

- Questionnaire Design and Procedures

- Data Measurement and Statistical Analysis Tools

- Validity of the Questionnaire

- Reliability of the Questionnaire

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Chapter Four – The Research Practical Framework

Introduction:

This chapter describes the used methodology to achieve the research objectives

including the information about the research design, sources of data, research population

and sample, questionnaire design and procedures, statistical data analysis, and validity

and reliability of the questionnaire.

Research Methodology:

The research follows the descriptive analytical approach that the developed hypotheses

are tested after conducting the planned data collection process. The researcher depends

on using the Statistical Package for the Social Sciences (SPSS) to analyze the data

collected by a questionnaire that is considered the primary source, while secondary

sources are textbooks, journals and periodicals, thesis and dissertations, reports, and

websites.

Research Design:

The followings are the steps followed by the researcher to conduct and implement the

research:

1. The first phase: It includes developing the research proposal that contains

identifying and defining the problems and establishment objective of the research

and development research plan.

2. The second phase: After receiving the approval on the research proposal, a

comprehensive literature review was conducted about Electronic Human

Resource Management and Organizational Development.

3. The third phase: The researcher started developing a questionnaire including

the determined variables to be measured. The questionnaire was evaluated and

reviewed.

4. The fourth phase: It is focused on the modification of the questionnaire design,

through distributing the questionnaire to pilot study, The purpose of the pilot

study was to test and prove that the questionnaire questions are clear to be

answered in a way that help to achieve the target of the research. The

questionnaire was modified based on the results of the pilot study.

5. The fifth phase: It is for distributing the questionnaire. This questionnaire was

used to collect the required data from UNRWA field office employees. 308

questionnaires were distributed to the research population and 308 questionnaires

were received.

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6. The sixth phase: Data analysis and discussion were conducted. Statistical

Package for the Social Sciences, (SPSS) was used to perform the required

analysis.

7. The seventh phase: The final phase includes the conclusions and

recommendations.

Figure (4:1) The Research Methodology flowchart

Source: Articulated by the Researcher, (2015)

Problem definitions

Objective sitting

Literature Review

Questionnaire preparation

Pilot study

Validation and verification

Questionnaire distribution

Results and Data Analysis

Conclusion & Recommendations

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Sources of Data:

The data of this research was gathered carefully and accurately to achieve the research's

objectives. There were two sources of data:

1. Primary Data: This data was collected from the field by questionnaire.

Questionnaire was designed and distributed to get responses from target group of

the research during their working hours. Respondents were asked to provide

opinions regarding the variables of this research.

2. Secondary Data: Secondary data was obtained from journals that discussed

employee retention and organizational competence. In addition, many thesis,

dissertations and essays were accessed through universities electronic websites.

Some textbooks were available.

Research Population and Sample:

The research population consists of all administrative and management staff classified

between grade 6-20 and working in UNRWA Field office in Gaza city. A stratified random sample representative of the research population is used. According

to the statistical equation, a minimum of 308 questionnaires should be collected to be

representative. Sample size was calculated from the following equation:

Where:

Z: Standardized value corresponding to a known significance level (e.g. Z = 1.96 for

significance level 0.05).

m: Marginal error: expressed as a decimal mark (e.g. 0.04 ) Using equation (1), the sample size equals:

The sample size can be modified in the case of limited populations through the

following

equation:

Where:

N: represents the population size.

n = ( 1.96 ) ² = 600

(2×0.04)²

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Using n = 600 and N = 630 in equation (2), we find that the modified sample size is

equal

to:

Thus, the appropriate sample size in this case is equal to at least 308.

The following table clarifies the population and the calculated sample and its percentage

according to employee job grade. Table (4.1): The research population and sample according to employees job grade

Job grade Population Sample

From 6 to 10 317 155

From 11 to 15 268 131

From 16 to 20 45 22

Total 630 308

Source: Articulated by the Researcher (Data from HR departments –November, 2015)

The Questionnaire Design:

The questionnaire was designed in the Arabic language to make it more understandable.

An English version was attached in (Annex 2). Unnecessary personal data, complex and

duplicated questions were avoided. The questionnaire was provided with a covering

letter which explained the purpose of the study, the way of responding, the aim of the

research and the security of the information in order to encourage high response.

The questionnaire is composed of two parts as following:

Part I: Demographic Data

This part consists of the general characteristics of the research population and consists of

(6) Paragraphs which are:

1. Gender.

2. Age.

3. Educational Qualifications.

4. Department

5. Years of Service.

6. Functional class.

Part II: This part consists of (62) paragraphs to collect information distributed on six

Main fields as follows:

1. First Field: related to E- Recruitment, consists of (11) statements.

2. Second Field: related E-Selecting, consists of (7) statements.

3. Third Field: related to E-Training and E-Development, consists of (12)

statements.

N modified = 600×630 = 308

630+600 -1

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4. Fourth Field: related to E-Compensation, consists of (12) statements.

5. Fifth Field: related to E-Performance Appraisal, consists of (11) statements.

6. Sixth Field: related to UNRWA Organizational Development, consists of (9)

statements.

The researcher utilizes the following questionnaire procedures:

1. Upon designing the questionnaire, it was reviewed and modified by research

supervisor.

2. The modified copy was given to a number of 7 referees from three different

universities (Islamic University, Al-Azhar University and Al-Aqsa

University), who have excellent knowledge and expertise in the area of the

research topic.Annex(1).

3. The questionnaire was modified based on the referees' comments and pilot

samples of 39 questionnaires were distributed to help test the validity and

reliability of the questionnaire.

4. Based on the pilot phase findings, it was concluded that the questionnaire is

ready to be distributed as a final copy.

Data Measurement :

In order to be able to select the appropriate approach of analysis, the level of

measurement must be understood. For each type of measurement, there is/are an

appropriate method/s that can be applied and not others. In this research, ordinal scales

were used. Ordinal scale is a ranking or a rating data that normally uses integers in

ascending or descending order. The numbers assigned to the important (1, 2, 3, 4, 5) do

not indicate that the interval between scales are equal, nor do they indicate absolute

quantities. They are merely numerical labels. Based on Likert scale we have the

following:

Item Strongly agree Agree Do not Know Disagree Strongly

Disagree

Scale 5 4 3 2 1

To achieve the research objectives, the researcher used the Statistical Package for the

Social Science (SPSS) for Manipulating and analysing the data. The researcher utilized

the following statistical tools:

1. Kolmogorov-Smirnov test of normality.

2. Pearson correlation coefficient for Validity.

3. Cronbach's Alpha for Reliability Statistics.

4. Frequency and Descriptive analysis.

5. Stepwise regression.

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6. Parametric Tests (One-sample T test, Independent Samples T-test and Analysis

of Variance (ANOVA)).

a. T-test: is used to determine if the mean of a item is significantly different

from a hypothesized value 3 (Middle value of Likert scale). If the P-value

(Sig.) is smaller than or equal to the level of significance, 0.05 , then the

mean of a item is significantly different from a hypothesized value 3. The

sign of the Test value indicates whether the mean is significantly greater or

smaller than hypothesized value 3. On the other hand, if the P-value (Sig.) is

greater than the level of significance 0.05 , then the mean a item is

insignificantly different from a hypothesized value 3.

b. The Independent Samples T-test: is used to examine if there is a statistical

significant difference between two means among the respondents toward the

impact of electronic human resource management on organizational

development for UNRWA in Gaza Strip due to (gender).

c. The One- Way Analysis of Variance (ANOVA): is used to examine if there is

a statistical significant difference between several means among the

respondents toward the impact of electronic human resource management on

organizational development for UNRWA in Gaza Strip due to (age,

qualification, program / department, years of service and functional class).

Validity of the Questionnaire:

Validity refers to the degree to which an instrument measures what it is supposed to be

measuring. Validity has a number of different aspects and assessment approaches.

Statistical validity is used to evaluate instrument validity, which include internal validity

and structure validity.

1. External (Pre-Pilot): Validity of the Questionnaire: It is essential to pre-pilot the

questionnaire to identify any ambiguities in the questions and to identify the

potential problems for each question. In order to assure high level of reliability

and validity for the developed tool, the researcher had taken the approval of the

supervisor to review the tool on Academic levels to ensure its relevance and

stability.

2. Internal Validity : It is the first statistical test that used to test the validity of the

questionnaire. It was measured by a scouting sample, which consisted of 39

questionnaires through measuring the correlation coefficients between each item

in one field and the whole field.

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a. The validity of E- Recruitment field

Table (4.2): Correlation coefficient of each item of “E- Recruitment” and the total of this field

No. Paragraph

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. Announced For jobs Available through UNRWA electronic job

site .662 0.000*

2.

Electronic announcement about the job is based on the job

description clearly defines the tasks and responsibilities and

qualifications required of Vacant Position

.608 0.000*

3. Employment applications are served by UNRWA electronic job

site .689 0.000*

4. Employment screening applications submitted electronically .704 0.000*

5.

The use of the human resources staff of an electronic system

for scheduling of written exams and interviews to publicize it on

UNRWA electronic job site

.746 0.000*

6. Announcement of the dates of examinations and interviews

written electronically through UNRWA job site is clear .499 0.001*

7. Using UNRWA electronic job site attract a greater number of

qualified applicants for the job .577 0.000*

8. Using online advertising contributes to attract suitable vacancies

qualifications .615 0.000*

9. Advertising using UNRWA electronic job site gives a realistic

idea about the nature of work in the organization and the

employment

.595 0.000*

10. E- Recruitment leads to facilitate selection process .631 0.000*

11. Determining electronically shortlist of the best of candidates for

the job .691 0.000*

* Correlation is significant at the 0.05 level

Table (4.2) clarifies the correlation coefficient for each item of the “E- Recruitment” and

the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients

of this field are significant at α = 0.05, so it can be said that the items of this field are

consistent and valid to be measure what it was set for.

b. The validity of E-Selecting field

Table (4.3): Correlation coefficient of each item of “E-Selecting of candidates for employment” and

the total of this field

No. Paragraph

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. The use of an electronic system for scheduling experience and

competence of applicants for announced jobs .764 0.000*

2. Choosing the appropriate competencies for appointment to the

various functions electronically .759 0.000*

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3. Using an electronic system for choosing the candidates for the

job among those with relevant staff announced job with the

Department of Employment contributes to saving time and effort

.558 0.000*

4. Using clear and effective electronic methods to select candidates

for the job .720 0.000*

5. Using an electronic exams to test candidates for the job .592 0.000*

6. The use of electronic interviews as a method of choice of

candidates for the job .835 0.000*

7. Verification of well-known candidates for the job via e-mail .508 0.000*

* Correlation is significant at the 0.05 level

Table (4.3) clarifies the correlation coefficient for each item of the “E-Selecting of

candidates for employment” and the total of the field. The p-values (Sig.) are less than

0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be

said that the items of this field are consistent and valid to be measure what it was set for.

c. The validity of E-Training and E-Development field

Table (4.4): Correlation coefficient of each item of “E-Training and E-Development "and the total

of this field

No. Item

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. Using electronic system to guide new employees .523 0.000*

2. Employees participate in online courses .742 0.000*

3. There is an effective follow-up of the performance of the staff

after online training .697 0.000*

4. An electronic system is used for the registration of UNRWA

staff who desire to join an electronic training available. .708 0.000*

5. Choice the candidates for training by using electronic system .665 0.000* 6. Provided E-Training materials are commensurate with the needs

of employees .558 0.000*

7. Participate in online training helps in employee benefit his

colleagues at job .719 0.000*

8. Available specialized E-Training programs lead to increased

staff efficiency .729 0.000*

9. E-Training reduces the gap between the theoretical and practical

reality .643 0.000*

10. Participation in the training process via the Internet supports

dynamically organizational development to UNRWA .597 0.000*

11. The internet training lead to the development of staff skills in

solving problems of work .445 0.002*

12. E-Training is important to improving functional and

professional performance of the staff .671 0.000*

* Correlation is significant at the 0.05 level

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Table (4.4) clarifies the correlation coefficient for each item of the “E-Training and E-

Development” and the total of the field. The p-values (Sig.) are less than 0.05, so the

correlation coefficients of this field are significant at α = 0.05, so it can be said that the

items of this field are consistent and valid to be measure what it was set for.

d. The validity of E-Compensation field

Table (4.5): Correlation coefficient of each item of " E-Compensation " and the total of this field

No. Item

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. The E-Compensation system helps to get information about the

employee's salary and saving .545 0.000*

2. Various departments participate in the design of E-

Compensation .570 0.000*

3. Electronic leave management program provides accurate

information .516 0.000*

4. E-Compensation system can be used easily .722 0.000*

5. An electronic periodic study of salaries to make sure justice

salary system .434 0.003*

6. Commensurate increase in salaries with the rising cost of living .697 0.000*

7. I get what I expect from my performance compensation

compared job .753 0.000*

8. Managers treated employees with respect without discrimination .616 0.000*

9. I am proud of my work in the UNRWA .522 0.000*

10. I have the desire to continue my work until retirement .514 0.000*

11. The remuneration system is linked to job performance .756 0.000*

12. E-Compensation system provides appropriate information about

to the Salary scale .771 0.000*

* Correlation is significant at the 0.05 level

Table (4.5) clarifies the correlation coefficient for each item of the “E-Compensation”

and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation

coefficients of this field are significant at α = 0.05, so it can be said that the items of this

field are consistent and valid to be measure what it was set for.

e. The validity of E-Performance Appraisal field

Table (4.6): Correlation coefficient of each item of “E-Performance Appraisal” and the total of this

field

No. Item

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. The process of E-Performance Appraisal appropriate .748 0.000*

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2. The process of E-Performance Appraisal is satisfactory to staff .811 0.000*

3. E-Performance Appraisal in UNRWA is effective compared to

other institutions .741 0.000*

4. Meetings are held between the employees and their direct

manager to discuses E-Performance Appraisal .606 0.000*

5. E-Performance Appraisal is evaluated based on job description .797 0.000*

6. The involvement of others in addition to the direct supervisor in

the E-Performance Appraisal process .789 0.000*

7. The managers have the efficiency to manage E-Performance

Appraisal properly .731 0.000*

8. The process of E-Performance Appraisal improve the overall

performance of the UNRWA .714 0.000*

9. E-Performance Appraisal considered a routine process .600 0.000*

10. Action plans are developed based on results of E-Performance

Appraisal .740 0.000*

11. Identifying staff training needs according to E-Performance

Appraisal results .744 0.000*

* Correlation is significant at the 0.05 level

Table (4.6) clarifies the correlation coefficient for each item of the “E-Performance

Appraisal” and the total of the field. The p-values (Sig.) are less than 0.05, so the

correlation coefficients of this field are significant at α = 0.05, so it can be said that the

items of this field are consistent and valid to be measure what it was set for.

f. The validity of UNRWA organizational development field

Table (4.7): Correlation coefficient of each item of “Organizational development” and the total of

this field

No. Item

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. E-HRM helps to achieve the organization goals .730 0.000*

2. E-HRM helps to manage the organizational development

process .786 0.000*

3. E-HRM helps in improving communication methods and

transfer information and data between different

administrative units

.747 0.000*

4. The use of modern technological methods in HRMS

contributes to UNRWA organizational development .681 0.000*

5. E-HRM contribute in resolving work problems and

increase coordination between the different units .834 0.000*

6. E-HRM affect the growth and development of workers .744 0.000*

7. E-HRM helps increase performance effectiveness .603 0.000*

8. E-HRM facilitates organizational development process .802 0.000*

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9. E-HRM lead to a degree of flexibility and to adapt to the

work environment variables .751 0.000*

* Correlation is significant at the 0.05 level

Table (4.7) clarifies the correlation coefficient for each item of the “Organizational

development” and the total of the field. The p-values (Sig.) are less than 0.05, so the

correlation coefficients of this field are significant at α = 0.05, so it can be said that the

items of this field are consistent and valid to be measure what it was set for.

3. Structure Validity of the Questionnaire: It is the second statistical test that used to

test the validity of the questionnaire structure by testing the validity of each field

and the validity of the whole questionnaire. It measures the correlation coefficient

between one field and all the fields of the questionnaire that have the same level

of liker scale.

Table (4.8): Correlation coefficient of each field and the whole of questionnaire

No. Field

Pearson

Correlation

Coefficient

P-Value

(Sig.)

1. E- Recruitment .490 0.001*

2. E-Selecting of candidates for employment .772 0.000*

3. E-Training and E-Development .687 0.000*

4. E-Compensation .831 0.000*

5. E-Performance Appraisal .798 0.000*

Electronic human resource management .986 0.000*

Organizational development .685 0.000*

* Correlation is significant at the 0.05 level

Table (4.8) clarifies the correlation coefficient for each field and the whole

questionnaire. The p-values (Sig.) are less than 0.05, so the correlation coefficients of all

the fields are significant at α = 0.05, so it can be said that the fields are valid to be

measured what it was set for to achieve the main aim of the study.

Reliability of the Questionnaire (Cronbach’s Coefficient Alpha):

The reliability of an instrument is the degree of consistency which measures the

attribute; it is supposed to be measuring (George and Mallery ,2006). The less variation

an instrument produces in repeated measurements of an attribute, the higher its

reliability. Reliability can be equated with the stability, consistency, or dependability of

a measuring tool. The test is repeated to the same sample of people on two occasions and

then compares the scores obtained by computing a reliability coefficient (George and

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Mallery ,2006). To insure the reliability of the questionnaire, Cronbach’s Coefficient

Alpha should be applied.

Cronbach’s alpha (George D. & Mallery P, 2006) is designed as a measure of internal

consistency, that is, do all items within the instrument measure the same thing. The

normal range of Cronbach’s coefficient alpha value between 0.0 and + 1.0, and the

higher values reflects a higher degree of internal consistency. The Cronbach’s

coefficient alpha was calculated for each field of the questionnaire.

Table (4.9): Cronbach's Alpha for each field of the questionnaire

No. Field Cronbach's Alpha

1. E- Recruitment 0.844

2. E-Selecting of candidates for employment 0.803

3. E-Training and E-Development 0.875

4. E-Compensation 0.856

5. E-Performance Appraisal 0.894

Electronic human resource management 0.935

Organizational development 0.897

All items of the questionnaire 0.943

Table (4.9) shows the values of Cronbach's Alpha for each field of the questionnaire and

the entire questionnaire. For the fields, values of Cronbach's Alpha were in the range

from 0.803 and 0.935. This range is considered high; the result ensures the reliability of

each field of the questionnaire. Cronbach's Alpha equals 0.943 for the entire

questionnaire which indicates an excellent reliability of the entire questionnaire.

Thereby, it can be said that the researcher proved that the questionnaire was valid,

reliable, and ready for distribution for the population sample.

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Chapter Five

Data Analysis and Hypotheses Testing

- Introduction

- Test of Normality

- Descriptive Analysis of the Demographic Characteristics of the

Research Sample

- Data Analysis

- Hypotheses Testing

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Chapter Five - Data Analysis and Hypotheses Testing

Introduction:

The aim of this chapter is to analyse the empirical data which was collected through the

questionnaire in order to provide a real picture about the relationship between E-HRM

and organizational development of UNRWA in Gaza Strip. The first section tackled the

test of normality. The second is about descriptive analysis for the demographic data,

which will be presented and discussed. The third is about data analysis (Means and Test

values for each field). The fourth section is hypotheses testing.

Test of Normality:

The One-Sample Kolmogorov-Smirnov test procedure compares the observed

cumulative distribution function for a variable with a specified theoretical distribution,

which may be normal, uniform, Poisson, or exponential. The Kolmogorov-Smirnov Z is

computed from the largest difference (in absolute value) between the observed and

theoretical cumulative distribution functions. This goodness-of-fit test tests whether the

observations could reasonably have come from the specified distribution. Many

parametric tests require normally distributed variables. The one-sample Kolmogorov-

Smirnov test can be used to test that a variable of interest is normally distributed (Henry,

C. and Thode, Jr., 2002).

Table (5.1): Kolmogorov-Smirnov test

Field Kolmogorov-Smirnov

Statistic P-value

E- Recruitment 0.891 0.405

E-Selecting of candidates for employment 0.650 0.792

E-Training and E-Development 0.859 0.451

E-Compensation 0.758 0.613

E-Performance Appraisal 0.618 0.839

Electronic human resource management 0.906 0.384

Organizational development 1.173 0.127

All items of the questionnaire 0.884 0.415

Table (5.1) shows the results for Kolmogorov-Smirnov test of normality. The p-value

for each variable is greater than 0.05 level of significance, and then the distributions for

these variables are normally distributed. Consequently, parametric tests should be used

to perform the statistical data analysis.

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Descriptive Analysis of the Demographic Characteristics of the Research Sample:

1. Gender:

Table (5.2): Gender

Gender Frequency Percent

Male 192 62.3

Female 116 37.7

Total 308 100.0

Table (5.2) shows that 62.3% of the sample is males, and 37.7% of the sample is

females. Generally, UNRWA encourages applications from qualified and experienced

women. However, the majority of employees are males and the decision-making

positions are also headed by males. It is known that the percentage of female workers in

UNRWA outweigh the percentage of women in the Palestinian labour market, and this is

attributed to the recruitment policy of the UNRWA, which aims to create a balance

between numbers of male and female employees, this means that the sample is

representative of the reality of the UNRWA staff, where female workers ratio exceeding

40% (A.Ikrmail, interview, 2015).

2. Age:

Table (5.3): Age

Age Frequency Percent

less than 25 Year 14 4.5

25 - less than 35 Year 97 31.5

35- less than 45 Year 113 36.7

45 Years and over 84 27.3

Total 308 100.0

Table (5.3) shows that 36 % of sample is less than 35 years, 64% of the sample is more

than 35 years. This indicates that the majority of the employees working in UNRWA are

middle-aged. This reflects the fact that that UNRWA encourage young generation to join

the organization since this means a new skills and experiences will be added. Besides,

lower level jobs usually do not require long experience.

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3. Educational Qualifications:

Table (5.4): Educational Qualifications

Educational Qualifications Frequency Percent

Diploma 38 12.3

Bachelor 201 65.3

Master 63 20.5

PhD 6 1.9

Total 308 100.0

Table (5.4) shows that 12.3% of the sample is "Diploma" holders, 65.3% of the sample

is "Bachelor" holders, 22.4% of the samples are "Master and PHD" holders. This

indicates that the majority of UNRWA employees hold at least Bachelor degree, which

is a good indication about to what extent the employees are qualified. This also

attributed to the fact that the Palestinian society interests in education.

4. Program / department:

Table (5.5): Program / department

Program / department Frequency Percent

Education 44 14.3

Relief and Social Services 51 16.6

Infrastructure and camps development 40 13.0

Health 30 9.7

Logistics 40 13.0

Development and microfinance 28 9.1

Human Resources 17 5.5

Finance 24 7.8

Procurements 16 5.2

Management and administrative services 18 5.8

Total 308 100.0

Table (5.5) shows that 14.3% of the sample is working in Education department. 16.6%

of the sample is working in Relief and Social Services department, 13.0% of the sample

is working in Infrastructure and camps development department, 9.7% of the sample is

working in Health department, 13% of the sample is working in Logistics department,

9.1% of the sample is working in Development and microfinance department, 5.5% of

the samples are working in Human Resources department, 7.8% of the sample is

working in finance department, 5.2% of the sample is working in Procurement

department and 5.8% of the sample is working in Management and administrative

services department. This reflects the diversity of work of UNRWA. Besides, diversity

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observed in the distribution of the sample at various departments, which gives the

opportunity for all employees who deal with electronic human resources management

system in the various administrative departments to express their opinion on the impact

of the system on UNRWA organizational development and this in turn leads to a balance

of views as well as reduces the bias of the results toward a specific department without

the other.

5. Years of Service:

Table (5.6): Years of Service

Years of Service Frequency Percent

Less than 3 years 37 12.0

3- Less than 9 years 69 22.4

9 -Less than 15 years 83 26.9

More than 15 years 119 38.6

Total 308 100.0

Table (5.6) shows that 34.4% of the sample has service "Less than 9 years", and 65.6%

of the sample have service more than 9 years. This is consistent with the age

composition Showed in table (5.3). The researcher attributes the rise of employees who

has nine years of service or more to the UNRWA employment policy, which relies

heavily on granting staff permanent contracts. Therefore, this enhances the chances for

the employee to stay in service for longer years.

6. Functional class:

Table (5.7): Functional class

Functional class Frequency Percent

6-10 159 51.6

11- 15 123 39.9

16-20 26 8.4

Total 308 100.0

Table (5.7) shows that 51.6% of the sample is in functional class from "6-10", 39.9% of

the sample is in functional class from "11-15" and 8.4% of the sample is in functional

class from "16-20". This because the number of employees in lower grade is usually

higher compared with higher grade, as it entails more job qualifications and skills. As a

result, fewer employees will be working in top management position. Further, the

sample distribution by functional class is consistent with the distribution of the sample,

which has been planned during the selection of the sample (Table 4.1). The diversity of

the grades will reflect on the results of the study, and will give a more comprehensive

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view on the impact of the e-human resources department on UNRWA organizational

development.

Data Analysis:

In the following tables, A one sample t-test was used to test if the opinions of the

respondents in the content of the sentences are positive (weight mean greater than 3 and

the p-value less than 0.05) ,or the opinions of the respondents in the content of the

sentences are neutral (p-value is greater than 0.05) ,or the opinions of the respondents in

the content of the sentences are negative (weight mean less than 3 and the p-value less

than 0.05).

1. E- Recruitment :

Table (5.8): Means and Test values for “E- Recruitment”

NO. Item

Mea

n

S.D

Pro

po

rtio

na

l m

ean

(%)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1 Announced For jobs Available through

UNRWA electronic job site 4.62 0.57 92.40 50.18 0.000* 1

2

Electronic announcement about the job is based

on the job description clearly defines the tasks

and responsibilities and qualifications required

of Vacant Position

4.38 0.71 87.56 34.01 0.000* 4

3 Employment applications are served by

UNRWA electronic job site 4.44 0.68 88.86 37.15 0.000* 2

4 Employment screening applications

submitted electronically 4.10 0.91 82.09 21.31 0.000* 7

5

The use of the human resources staff of an

electronic system for scheduling of written

exams and interviews to publicize it on

UNRWA electronic job site

4.20 0.75 83.95 27.70 0.000* 6

6

Announcement of the dates of examinations and

interviews written electronically through

UNRWA job site is clear

4.42 0.67 88.50 36.95 0.000* 3

7

Using UNRWA electronic job site attract a

greater number of qualified applicants for the

job

4.23 0.78 84.69 27.81 0.000* 5

8 Using online advertising contributes to attract

suitable vacancies qualifications 4.08 0.79 81.56 23.84 0.000* 8

9

Advertising using UNRWA electronic job site

gives a realistic idea about the nature of work in

the organization and the employment

3.98 0.90 79.61 19.15 0.000* 10

10 E- Recruitment leads to facilitate selection 3.92 0.91 78.44 17.72 0.000* 11

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process

11 Determining electronically shortlist of the best

of candidates for the job 4.00 0.92 79.94 19.05 0.000* 9

All items of the field 4.22 0.54 84.31 39.64 0.000*

* The mean is significantly different from 3

Table (5.8) shows the following results:

The mean of item #1 “Announced For jobs Available through UNRWA electronic job

site” equals 4.62 (92.40%), Test-value = 50.18, and P-value = 0.000 which is smaller

than the level of significance 0.05 . The sign of the test is positive, so the mean of

this item is significantly greater than the hypothesized value 3. This means that the

respondents agreed to this item.

The mean of item #10 “E- Recruitment leads to facilitate selection process” equals 3.92

(78.44%), Test-value = 17.72, and P-value = 0.000 which is smaller than the level of

significance 0.05 . The sign of the test is positive, so the mean of this item is

significantly greater than the hypothesized value 3. This means that the respondents

agreed to this item.

The mean of the field “E- Recruitment” equals 4.22 (84.31%), Test-value = 39.64, and

P-value=0.000 which is smaller than the level of significance 0.05 . The sign of the

test is positive, so the mean of this field is significantly greater than the hypothesized

value 3.

In general, the results for all statements of the field show that the majority of the

respondents agreed to the field of “E- Recruitment. This means that UNRWA

announced for jobs available through UNRWA electronic job site, Electronic

announcement about the job is based on the job description which clearly defines the

tasks and responsibilities and qualifications required of Vacant Position, Employment

applications are served by UNRWA electronic job site, Employment screening

applications submitted electronically; the use of the human resources staff of an

electronic system for scheduling of written exams and interviews to publicize it on

UNRWA electronic job site, Announcement of the dates of examinations and interviews

written electronically through UNRWA job site, Using UNRWA electronic job site to

attract a greater number of qualified applicants for the job, Using online advertising

contributes to attract suitable vacancies qualifications, Advertising using UNRWA

electronic job site gives a realistic idea about the nature of work in the organization and

the employment and Determining electronically shortlist of the best of candidates for the

job.

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This agrees with (Hamarna, 2011) which concluded that E-recruitment has many

benefits and importance for the UN Agencies, with weighted mean 78.98% in terms of

providing the ability to post jobs for job seekers, provides an advantage of publishing

job description of vacancies in details via the internet, reduce the administrative and

financial costs, achieves a competitive advantage to UN agencies, achieves greater

flexibility in work, leads to rapid access to qualify human resources and avoid human

errors in managing human resources.

2. E-Selection:

Table (5.9): Means and Test values for “E-Selecting of candidates for employment”

No Item

Mea

n

S.D

Pro

po

rtio

na

l m

ean

(%

)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1. The use of an electronic system for

scheduling experience and competence of

applicants for announced jobs

3.94 0.80 78.83 20.74 0.000* 2

2. Choosing the appropriate competencies for

appointment to the various functions

electronically

3.69 0.87 73.73 13.83 0.000* 4

3. Using an electronic system for choosing

the candidates for the job among those with

relevant staff announced job with the

Department of Employment contributes to

saving time and effort

4.04 0.71 80.78 25.62 0.000* 1

4. Using clear and effective electronic

methods to select candidates for the job 3.73 0.84 74.58 15.20 0.000* 3

5. Using an electronic exams to test

candidates for the job 3.66 0.93 73.25 12.56 0.000* 5

6. The use of electronic interviews as a

method of choice of candidates for the job 3.13 1.10 62.61 2.09 0.019* 7

7. Verification of well-known candidates for

the job via e-mail 3.37 1.01 67.34 6.39 0.000* 6

All items of the field 3.65 0.64 73.01 17.74 0.000*

* The mean is significantly different from 3

Table (5.9) shows the following results:

The mean of item #3 “Using an electronic system for choosing the candidates for the

job among those with relevant staff announced job with the Department of Employment

contributes to saving time and effort” equals 4.04 (80.78%), Test-value = 25.62 and P-

value = 0.000 which is smaller than the level of significance 0.05 . The sign of the

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test is positive, so the mean of this item is significantly greater than the hypothesized

value 3 . This means that the respondents agreed to this item.

The mean of item #6 “The use of electronic interviews as a method of choice of

candidates for the job” equals 3.13 (62.61%), Test-value = 2.09, and P-value = 0.019

which is smaller than the level of significance 0.05 . The sign of the test is positive,

so the mean of this item is significantly greater than the hypothesized value 3. This

means that the respondents agreed to this item.

The mean of the field “E-Selecting of candidates for employment” equals 3.65

(73.01%), Test-value = 17.74, and P-value=0.000 which is smaller than the level of

significance 0.05 . The sign of the test is positive, so the mean of this field is

significantly greater than the hypothesized value 3.In general the results for all

statements of the field show that the majority of the respondents agreed to the field of

“E-Selecting of candidates for employment".

This means that UNRWA use of an electronic system for scheduling experience and

competence of applicants for announced jobs; choose the appropriate competencies for

appointment to the various functions electronically; use an electronic system for

choosing the candidates for the job among those with relevant staff announced job with

the department of employment contributes to saving time and effort; Use clear and

effective electronic methods to select candidates for the job; Use an electronic exams to

test candidates for the job; verify well-known candidates for the job via e-mail.

This agrees with (Abzari et al., 2013) study which tackled the Effects of Electronic

Human Resource Management on the Talent Management Strategies and concluded that

69% of the variations of management strategies positively can be explained by

electronic selection subsystem.

3. E-Training and E-Development:

Table (5.10): Means and Test values for “E-Training and E-Development”

No. Item

Mea

n

S.D

Pro

po

rtio

nal

mea

n

(%

)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1. Using electronic system to guide new

employees 3.58 0.95 71.57 10.70 0.000* 7

2. Employees participate in online courses 3.19 1.06 63.71 3.07 0.001* 11

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3. There is an effective follow-up of the

performance of the staff after online training 3.15 1.02 63.00 2.51 0.006* 12

4. An electronic system is used for the

registration of UNRWA staff who desires to

join an electronic training available.

3.46 0.97 69.18 8.27 0.000* 8

5. Choice the candidates for training by using

electronic system 3.33 0.97 66.56 5.88 0.000* 10

6. Provided E-Training materials are

commensurate with the needs of employees 3.42 0.99 68.42 7.45 0.000* 9

7. Participate in online training helps in

employee benefit his colleagues at job 3.68 0.89 73.55 13.21 0.000* 2

8. Available specialized E-Training programs

lead to increased staff efficiency 3.61 0.94 72.11 11.25 0.000* 6

9. E-Training reduces the gap between the

theoretical and practical reality 3.66 0.89 73.16 12.82 0.000* 4

10. Participation in the training process via the

Internet supports dynamically

organizational development to UNRWA

3.62 0.90 72.42 12.09 0.000* 5

11. The internet training lead to the

development of staff skills in solving

problems of work

3.66 0.93 73.22 12.50 0.000* 3

12. E-Training is important to improving

functional and professional performance of

the staff

3.76 0.87 75.15 15.10 0.000* 1

All items of the field 3.51 0.71 70.19 12.64 0.000*

* The mean is significantly different from 3

Table (5.10) shows the following results:

The mean of item #12 “E-Training is important to improving functional and professional

performance of the staff” equals 3.76 (75.15%), Test-value = 15.10, and P-value = 0.000

which is smaller than the level of significance 0.05 . The sign of the test is positive,

so the mean of this item is significantly greater than the hypothesized value 3. This

means that the respondents agreed to this item.

The mean of item #3 “There is an effective follow-up of the performance of the staff

after online training” equals 3.15 (63.00%), Test-value = 2.51, and P-value = 0.006

which is smaller than the level of significance 0.05 . The sign of the test is positive,

so the mean of this item is significantly greater than the hypothesized value 3. This

means that the respondents agreed to this item.

The mean of the field “E-Training and E-Development” equals 3.51 (70.19%), Test-

value = 12.64, and P-value=0.000 which is smaller than the level of significance

0.05 . The sign of the test is positive, so the mean of this field is significantly

greater than the hypothesized value 3.

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In general, the results for all statements of the field show that the majority of the

respondents agreed to the field of “E-Training and E-Development ".

This means that UNRWA use electronic system to guide new employees; Employees

participate in online courses; chose the candidates for training by using electronic

system; provide E-Training materials which commensurate with the needs of employees;

participate in online training helps in employee benefit his colleagues at job; available

specialized E-training programs lead to increased staff efficiency; E-Training reduces

the gap between the theoretical and practical reality; Participation in the training process

via the Internet supports dynamically organizational development to UNRWA; the

internet training lead to the development of staff skills in solving problems of work and

E-Training is important to improving functional and professional performance of the

staff.

4. E-Compensation:

Table (5.11): Means and Test values for “E-Compensation”

No. Item

Mea

n

S.D

Pro

po

rtio

na

l m

ean

(%)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1. The E-Compensation system helps to get

information about the employee's salary and

saving

4.14 0.76 82.75 26.10 0.000* 1

2. Various departments participate in the

design of E-Compensation 3.47 0.96 69.42 8.64 0.000* 6

3. Electronic leave management program

provides accurate information 3.69 1.04 73.84 11.65 0.000* 4

4. E-Compensation system can be used easily 3.52 0.98 70.43 9.26 0.000* 5

5. An electronic periodic study of salaries to

make sure justice salary system 3.38 1.11 67.56 5.99 0.000* 8

6. Commensurate increase in salaries with the

rising cost of living 2.72 1.32 54.46 -3.65 0.000* 12

7. I get what I expect from my performance

compensation compared job 2.89 1.19 57.84 -1.59 0.056 10

8. Managers treated employees with respect

without discrimination 3.45 1.01 69.08 7.88 0.000* 7

9. I am proud of my work in the UNRWA 3.94 0.91 78.70 18.02 0.000* 2

10. I have the desire to continue my work until

retirement 3.90 0.98 77.92 16.05 0.000* 3

11. The remuneration system is linked to job 3.18 1.17 63.64 2.73 0.003* 9

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performance 12. E-Compensation system provides

appropriate information about to the Salary

scale

2.89 1.17 57.79 -1.66 0.049* 11

All items of the field 3.43 0.71 68.67 10.74 0.000*

* The mean is significantly different from 3

Table (5.11) shows the following results:

The mean of item #1 “The E-Compensation system helps to get information about the

employee's salary and saving” equals 4.14 (82.75%), Test-value = 26.10, and P-value =

0.000 which is smaller than the level of significance 0.05 . The sign of the test is

positive, so the mean of this item is significantly greater than the hypothesized value 3 .

This means that the respondents agreed to this item.

The mean of item #6 “Commensurate increase in salaries with the rising cost of living”

equals 2.72 (54.46%), Test-value = -3.65, and P-value = 0.000 which is smaller than the

level of significance 0.05 . The sign of the test is negative, so the mean of this item

is significantly smaller than the hypothesized value 3 . This means that the respondents

disagreed to this item.

The mean of the field “E-Compensation” equals 3.43 (68.67%), Test-value = 10.74, and

P-value=0.000 which is smaller than the level of significance 0.05 . The sign of the

test is positive, so the mean of this field is significantly greater than the hypothesized

value 3.

In general, the results for all statements of the field show that the majority of the

respondents agreed to the field of “E-Compensation”.

This means that UNRWA E-compensation system helps to get information about the

employee's salary and saving; various departments participate in the design of E-

compensation; electronic leave management program provides accurate information; E-

compensation system can be used easily; an electronic periodic study of salaries to make

sure justice salary system; employees received what they have expected from their

performance;; managers treated employees with respect and without discrimination;

employees are proud of being working in UNRWA; they have the desire to continue

their work until retirement; the remuneration system is linked to job performance; E-

compensation system provides appropriate information about to the salary scale.

This agrees with (Abzari et al., 2013) study which tackled the Effects of Electronic

Human Resource Management on the Talent Management Strategies and concluded that

70% of the variations of management strategies positively can be explained by

electronic compensation subsystem.

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5. E-Performance Appraisal:

Table (5.12): Means and Test values for “E-Performance Appraisal”

No. Item

Mea

n

S.D

Pro

po

rtio

na

l m

ean

(%

)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1. The process of E-Performance Appraisal

appropriate 3.45 1.03 68.96 7.65 0.000* 5

2. The process of E-Performance Appraisal is

satisfactory to staff 3.30 1.03 66.04 5.17 0.000* 9

3. E-Performance Appraisal in UNRWA is

effective compared to other institutions 3.42 0.98 68.34 7.44 0.000* 7

4. Meetings are held between the employees

and their direct manager to discuss E-

Performance Appraisal

3.55 0.96 70.94 10.02 0.000* 2

5. E-Performance Appraisal is evaluated

based on job description 3.53 1.02 70.52 9.09 0.000* 3

6. The involvement of others in addition to the

direct supervisor in the E-Performance

Appraisal process

3.36 1.06 67.17 5.90 0.000* 8

7. The managers have the efficiency to

manage E-Performance Appraisal properly 3.44 0.99 68.70 7.73 0.000* 6

8. The process of E-Performance Appraisal

improve the overall performance of the

UNRWA

3.45 0.98 69.09 8.12 0.000* 4

9. E-Performance Appraisal considered a

routine process 3.83 0.98 76.61 14.87 0.000* 1

10. Action plans are developed based on results

of E-Performance Appraisal 3.28 1.04 65.58 4.71 0.000* 10

11. Identifying staff training needs according to

E-Performance Appraisal results 3.24 1.10 64.76 3.78 0.000* 11

All items of the field 3.44 0.77 68.77 9.94 0.000*

* The mean is significantly different from 3

Table (5.12) shows the following results:

The mean of item #9 “E-Performance Appraisal considered a routine process” equals

3.83 (76.61%), Test-value = 14.87, and P-value = 0.000 which is smaller than the level

of significance 0.05 . The sign of the test is positive, so the mean of this item is

significantly greater than the hypothesized value 3. This means that the respondents

agreed to this item.

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The mean of item #11 “identifying staff training needs according to E-Performance

Appraisal results” equals 3.24 (64.76%), Test-value = 3.78, and P-value = 0.000 which

is smaller than the level of significance 0.05 . The sign of the test is positive, so the

mean of this item is significantly greater than the hypothesized value 3 . This means that

the respondents agreed to this item.

The mean of the field “E-Performance Appraisal” equals 3.44 (68.77%), Test-value =

9.94, and P-value=0.000 which is smaller than the level of significance 0.05 . The

sign of the test is positive, so the mean of this field is significantly greater than the

hypothesized value 3. This means that the respondents agreed to field of “E-Performance

Appraisal ".

In general the results for all statements of the field show that the majority of the

respondents agreed to the field of “E-Performance Appraisal ".This means that UNRWA

process of E-Performance Appraisal are appropriate; the process of E-performance

appraisal is satisfactory to staff; E-performance appraisal in UNRWA is effective

compared to other institutions; meetings are held between the employees and their direct

manager to discuss E-performance appraisal; E-performance appraisal is evaluated

based on job description; = involvement of others in addition to the direct supervisor in

the E-performance appraisal process; managers have the efficiency to manage E-

performance appraisal properly; process of E-performance appraisal improve the overall

performance of the UNRWA; E-performance appraisal considered a routine process;

action plans are developed based on results of E-Performance Appraisal.

This agrees with (Abzari et al., 2013) study which tackled the Effects of Electronic

Human Resource Management on the Talent Management Strategies and concluded that

74% of the variations of management strategies positively can be explained by

electronic performance evaluation subsystem.

6. Organizational Development:

Table (5.13): Means and Test values for “Organizational development”

No. Item

Mea

n

S.D

Pro

po

rtio

na

l m

ean

(%

)

Tes

t v

alu

e

P-v

alu

e (S

ig.)

Ra

nk

1. E-HRM helps to achieve the organization

goals 3.85 0.71 77.01

21.0

0 0.000* 3

2. E-HRM helps to manage the organizational 3.78 0.78 75.50 17.3 0.000* 4

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development process 5

3. E-HRM helps in improving communication

methods and transfer information and data

between different administrative units

3.85 0.78 77.08 19.2

3 0.000* 2

4. The use of modern technological methods in

HRMS contributes to UNRWA

organizational development

3.89 0.76 77.78 20.5

7 0.000* 1

5. E-HRM contribute in resolving work

problems and increase coordination between

the different units

3.75 0.87 74.92 15.0

7 0.000* 5

6. E-HRM affect the growth and development

of workers 3.72 0.83 74.48

15.3

1 0.000* 7

7. E-HRM helps increase performance

effectiveness 3.65 0.94 72.99

12.1

5 0.000* 8

8. E-HRM facilitates organizational

development process 3.74 0.86 74.74

14.9

1 0.000* 6

9. E-HRM lead to a degree of flexibility and to

adapt to the work environment variables 3.62 0.88 72.31

12.3

2 0.000* 9

All items of the field 3.76 0.67 75.21

19.7

9 0.000*

* The mean is significantly different from 3

Table (5.13) shows the following results:

The mean of item #4 “The use of modern technological methods in HRMS contributes

to UNRWA organizational development” equals 3.89 (77.78%), Test-value = 20.57, and

P-value = 0.000 which is smaller than the level of significance 0.05 . The sign of the

test is positive, so the mean of this item is significantly greater than the hypothesized

value 3 . This means that the respondents agreed to this item.

The mean of item #9 “E-HRM lead to a degree of flexibility and to adapt to the work

environment variables” equals 3.62 (72.31%), Test-value = 12.32, and P-value = 0.000

which is smaller than the level of significance 0.05 . The sign of the test is positive,

so the mean of this item is significantly greater than the hypothesized value 3 . This

means that the respondents agreed to this item.

The mean of the field “Organizational development” equals 3.76 (75.21%), Test-

value = 19.79, and P-value=0.000 which is smaller than the level of significance

0.05 . The sign of the test is positive, so the mean of this field is significantly

greater than the hypothesized value 3.

In general the results for all statements of the field show that the majority of the

respondents agreed to the practices related to field of “Organizational development ".

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This means that E-HRM helps to achieve the UNRWA goals; helps to manage the

UNRWA organizational development process; helps in improving communication

methods and transfer information and data between different administrative units; use of

modern technological methods in HRM contributes to UNRWA organizational

development; contribute in resolving work problems and increase coordination between

the different units; affect the growth and development of workers; helps increase

performance effectiveness and facilitates organizational development process.

Hypotheses Testing:

1. Hypothesis #1: There is no significant statistic relationship at level α = 0.05

between Electronic Human Resource Management components (E- Recruitment,

E-Selecting of candidates for employment, E-Training and E-Development, E-

Compensation and E-Performance Appraisal) and UNRWA Organizational

Development in Gaza Strip.

Table (5.14) Correlation coefficient between Electronic Human Resource Management and

UNRWA Organizational Development in Gaza Strip

NO. Field

Pearson

Correlation

Coefficient

P-Value

(Sig.)

a. Relationship between E- Recruitment and UNRWA

Organizational Development in Gaza Strip .356 0.000*

b. Relationship between E-Selecting of candidates for

employment and UNRWA Organizational Development in

Gaza Strip

.415 0.000*

c. Relationship between E-Training and E-Development and

UNRWA Organizational Development in Gaza Strip .553 0.000*

d. Relationship between E-Compensation and UNRWA

Organizational Development in Gaza Strip .608 0.000*

e. Relationship between E-Performance Appraisal and

UNRWA Organizational Development in Gaza Strip .697 0.000*

Relationship between Electronic Human Resource

Management and UNRWA Organizational Development

in Gaza Strip

.699 0.000*

* Correlation is statistically significant at 0.05 levels

Table (5.14) shows that the correlation coefficient between Electronic Human Resource

Management and UNRWA Organizational Development in Gaza Strip equals 0.699 and

the p-value (Sig.) equals 0.000. The p-value (Sig.) is less than 0.05, so the correlation

coefficient is statistically significant at α = 0.05. This means that there exists a

significant relationship between Electronic Human Resource Management and UNRWA

Organizational Development in Gaza Strip. This because the use of E-HRM systems and

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related applications in reality improve the level of services provided by the Human

Resources Management Division; leads to higher efficiency in human resource

management processes; a higher quality in the delivery of services, and better

contribution at the strategic level. Further, the use of E-HRM systems helps to improve

the communication between employees; facilitate teamwork and increase cooperation;

raise the level of employee satisfaction; enhance the accuracy of the information.

Furthermore, the system improves the climate of the organization clearly, which helps

the staff to relax, and therefore perform their jobs perfectly, which in turn leads to

improved productivity. Therefore, this will contribute to organizational development

efforts. which consisted with (Khashman et al.,2015) in part that (E- Recruitment, E-

Selecting of candidates for employment, E-Compensation and E-Performance Appraisal)

has high impact on operational performance which reflects at organization developments

Also the results obtained, come on line with (Ammar, 2012) study which concluded that:

a. E-HRM implementation participated in simplifying work procedures,

decreasing workload, increasing effective communication and achieving

transparency.

b. Employees are Satisfied with E-HRM implementation in UNRWA, and the

satisfaction level is estimated by 72.88%.

c. There is a significant correlation between the level of employees’ satisfaction

towards E-HRM and the benefits of E-HRM system, such as Simplifying

work procedures, decreasing workload, increasing effective communication

and achieving transparency.

d. There is a significant correlation between the level of employees’ satisfaction

towards E-HRM and the implementation of E-HRM system due to the

easiness of dealing with the system and its various applications, compatibility

of the used electronic applications with work requirements, and providing the

technical requirements of the system.

2. Hypothesis #2:There is no significant impact at level α = 0.05 of Electronic

Human Resource Management components (E- Recruitment, E-Selecting of

candidates for employment, E-Training and E-Development, E-Compensation

and E-Performance Appraisal) on UNRWA Organizational Development in

Gaza Strip.

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Table (5.15): Result of Stepwise regression analysis

Variable B T Sig. R R-Square F Sig.

(Constant) 0.841 3.857 0.000

.733 0.538 284.387 0.000**

E-Performance Appraisal 0.425 8.853 0.000

E -Training and E-

Development 0.133 2.538 0.012

E- Recruitment 0.127 2.348 0.020

E-Compensation 0.133 2.262 0.024

* The variable is statistically significant at 0.05 level

* * The relationship is statistically significant at 0.05 level

This means that Stepwise regression, obtains the following results:

Table (5.15) shows the Multiple correlation coefficient R =0.733 and R-Square = 0.538.

This means 53.8% of the variation in UNRWA Organizational Development is

explained by E-Performance Appraisal, E-Training and E-Development, E- Recruitment

and E-Compensation.

Table (5.15) shows the Analysis of Variance for the regression model. F=284.387, Sig. =

0.000, so there is a significant relationship between the dependent variable UNRWA

Organizational Development and the independent variables " E-Performance Appraisal,

E -Training and E-Development, E- Recruitment and E-Compensation ".

Based on Stepwise regression method, the variable E-Selecting of candidates for

employment has insignificant effect on UNRWA Organizational Development.

The estimated regression equation is:

UNRWA Organizational Development = 0.841+ 0.425* (E-Performance Appraisal)

+ 0.133* (E -Training and E-Development) + 0.127* (E- Recruitment)

+ 0.133* (E-Compensation)

The estimated regression equation is used to predict the value of UNRWA

Organizational Development for any give values (responses) to the independent

variables " E-Performance Appraisal, E-Training and E-Development, E-Recruitment

and E-Compensation ".

This means that there is a significant impact of Electronic Human Resource

Management on UNRWA Organizational Development in Gaza Strip. So, it can be

concluded that managers should give more attention to E-Performance Appraisal, E-

Training and E-Development, E-Recruitment and E-Compensation which has a great

effect on Organizational Development. This expected, and can attribute to the fact that

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the applications of E-HRM system, as a major means of achieving change part of

UNRWA development effort. This effort is part of a planned process for improving the

organization by developing its structure, systems, and processes to improve

effectiveness and achieve desired goals.

This agrees with (Abu Ammouneh, 2009) study which tackled the reality of Electronic

Human Resource Management (e-HRM) at the Palestinian universities in the Gaza strip

and concluded that the majority of respondents in the Palestinian universities agreed that

the importance of e-HRM are fully cleared at different managerial levels.

Also, the result agrees with (Khashman et al., 2015) which concluded that there was a

positive, statistically significant impact of dimensions of electronic human resources

management (e-recruitment, e-selection, e-performance appraisal, and e-compensation)

on the dimensions of operational performance (time, cost, quality of service, and

flexibility).

3. Hypothesis #3: There is no significant differences among respondents at level α

= 0.05 towards the impact of Electronic Human Resource Management on

UNRWA Organizational Development in Gaza Strip, due to the following

personal traits (Gender, Age, Qualifications, Program / department, Years of

services and Functional class).

This hypothesis can divided into the following sub-hypotheses:

a. There is no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Gender.

Table (5.16): Independent Samples T-test of the fields and their p-values for gender

No. Field Means Test

Value Sig.

Male Female

1. E- Recruitment 4.26 4.14 1.795 0.074

2. E-Selecting of candidates for employment 3.70 3.57 1.700 0.090

3. E-Training and E-Development 3.51 3.51 -0.034 0.973

4. E-Compensation 3.48 3.36 1.433 0.153

5. E-Performance Appraisal 3.50 3.34 1.699 0.090

Electronic human resource management 3.68 3.58 1.588 0.113

Organizational development 3.78 3.73 0.641 0.522

All items of the questionnaire 3.70 3.60 1.486 0.138

Table (5.16) shows that the p-value (Sig.) is greater than the level of significance =

0.05 for each field, then there is in significant difference among the respondents toward

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each field due to gender. This means that the personal characteristics’ gender has no

effect on each field. These results have expected since both type of sex (male and

female) belongs to the same job title and both are professional in their field of work.

This study matched with (Ammar, 2012) study, which showed that there were no

significant differences in respondents’ responses on the level of satisfaction towards E-

HRM system at UNRWA due to gender.

b. There is no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Age.

Table (5.17): ANOVA test of the fields and their p-values for age

No. Field

Means

Test Value Sig. less than

35 Year

35- less

than 45

Year

45 Years

and over

1. E- Recruitment 4.22 4.20 4.23 0.090 0.914

2. E-Selecting of candidates for employment 3.72 3.61 3.61 1.149 0.318

3. E-Training and E-Development 3.59 3.47 3.46 1.251 0.288

4. E-Compensation 3.61 3.36 3.31 5.487 0.005*

5. E-Performance Appraisal 3.59 3.42 3.26 4.318 0.014*

Electronic human resource management 3.74 3.60 3.56 3.263 0.040*

Organizational development 3.88 3.71 3.67 2.763 0.065

All items of the questionnaire 3.76 3.62 3.58 3.488 0.032*

* The mean difference is significant a 0.05 level

Table (5.17) shows that the p-value (Sig.) is smaller than the level of significance =

0.05 for the fields “E-Compensation, E-Performance Appraisal and Electronic human

resource management”, then there is significant difference among the respondents

toward this fields due to age. This means that the personal characteristics’ age has an

effect on this field, which is logical since ages entails greater experience, reflects more

understanding of the organization systems, and have a big picture view over the

organization as a whole.

For fields “E-Compensation, E-Performance Appraisal and Electronic human resource

management”, The mean for the category " less than 35 Year " respondents have the

highest among the other age category, then This means that the category " less than 35

Year " respondents is agreed much more than the other age category. This is because

employees with less than 35 Year are more dynamic; usually prefer jobs with high risks

and more challenges. Besides, they still have the ambition to change their jobs.

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For the other fields, the p-value (Sig.) is greater than the level of significance = 0.05,

then there is insignificant difference among the respondents toward these fields due to

age. This means that the personal characteristics’ age has no effect on the other fields.

The result is inconsistent with (Ammar, 2012) study, which showed that there were no

significant differences in respondents’ responses on the level of satisfaction towards E-

HRM system at UNRWA due to age.

The result is also inconsistent with (Abu Ammouneh, 2009) study which showed that

there were no significant differences in respondents’ responses on the the reality of

Electronic Human Resource Management (e-HRM) at the Palestinian universities in the

Gaza strip due toAge.

c. There is no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Qualifications.

Table (5.18): ANOVA test of the fields and their p-values for Qualifications

No. Field

Means Test

Value Sig.

Diploma Bachelor Master

and PhD

1. E- Recruitment 4.13 4.23 4.22 0.492 0.612

2. E-Selecting of candidates for employment 3.65 3.67 3.58 0.557 0.574

3. E-Training and E-Development 3.54 3.56 3.34 2.399 0.092

4. E-Compensation 3.39 3.51 3.22 4.579 0.011*

5. E-Performance Appraisal 3.37 3.53 3.22 4.450 0.012*

Electronic human resource

management 3.61 3.70 3.51 3.391 0.035*

Organizational development 3.62 3.83 3.63 3.328 0.037*

All items of the questionnaire 3.61 3.72 3.53 3.598 0.029*

* The mean difference is significant a 0.05 level

Table (5.18) shows that the p-value (Sig.) is smaller than the level of significance =

0.05 for the fields “E-Compensation, E-Performance Appraisal, Electronic human

resource management and Organizational development”, then there is significant

difference among the respondents toward this fields due to qualifications. This means

that the personal characteristics’ qualifications have an effect on this field. These results

expected since the work in the NGOs sector depends on both experience and the

educational qualification.

For fields “E-Compensation, E-Performance Appraisal, Electronic human resource

management and Organizational development”, the mean for the category “Bachelor”

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respondents have the highest among the other qualifications category. This means that

the category “Bachelor " respondents is agreed much more than the other qualifications

category. The jobs requirements in UNRWA usually set the bachelor degree as basic

requirements, especially for jobs from grade 6-10. The jobs requirements for higher

grade are different, and may require higher educational qualifications.

For the other fields, the p-value (Sig.) is greater than the level of significance = 0.05,

then there is insignificant difference among the respondents toward these fields due to

qualifications. This means that the personal characteristics’ qualification has no effect on

the other fields.

The result is inconsistent with (Ammar, 2012) study, which showed that there were no

significant differences in respondents’ responses on the level of satisfaction towards E-

HRM system at UNRWA due to academic qualification.

The result is also inconsistent with Abu Ammouneh, 2009) study which showed that

there were no significant differences in respondents’ responses on the the reality of

Electronic Human Resource Management (e-HRM) at the Palestinian universities in the

Gaza strip due to educational qualification.

d. There is no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Program / department.

Table (5.19): ANOVA test of the fields and their p-values for Program / department

No

. Field

Means

Test

Valu

e

Sig.

Ed

uca

tio

n

Rel

ief

an

d S

oci

al

Ser

vic

es

Infr

ast

ruct

ure

an

d

cam

ps

dev

elo

pm

ent

H

ealt

h L

og

isti

cs

Dev

elo

pm

ent

an

d

mic

rofi

na

nce

Hu

ma

n R

eso

urc

es

Fin

an

ce

Pro

cure

men

ts

Ma

na

gem

ent

an

d

ad

min

istr

ati

ve

serv

ices

1. E-

Recruitment

4.2

4

4.2

9

4.1

8 4.18

3.9

8

4.1

3 4.45

4.2

8

4.2

4 4.42 1.876

0.05

5

2. E-Selecting of

candidates for

employment

3.6

1

3.6

6

3.7

8 3.49

3.5

5

3.6

5 4.21

3.3

3

3.6

2 3.85 2.956

0.00

2*

3. E-Training

and E-

Development

3.6

4

3.5

6

3.6

2 3.31

3.1

8

3.4

4 4.04

3.3

5

3.6

0 3.60 2.971

0.00

2*

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4. E-

Compensation

3.4

5

3.5

4

3.4

7 3.14

3.2

6

3.5

0 3.96

3.2

3

3.3

9 3.60 2.470

0.01

0*

5. E-

Performance

Appraisal

3.4

0

3.6

6

3.3

9 3.04

3.1

4

3.3

9 4.24

3.4

9

3.4

7 3.56 4.488

0.00

0*

Electronic

human

resource

management

3.6

7

3.7

4

3.6

8 3.42

3.4

0

3.6

2 4.17

3.5

4

3.6

6 3.80 4.138

0.00

0*

Organization

al

development

3.7

4

3.9

5

3.5

9 3.74

3.5

0

3.7

5 4.31

3.5

4

3.9

6 3.86 3.385

0.00

1*

All items of

the

questionnaire

3.6

8

3.7

7

3.6

6 3.47

3.4

2

3.6

4 4.19

3.5

4

3.7

0 3.81 4.188

0.00

0*

* The mean difference is significant a 0.05 level

Table (5.19) shows that the p-value (Sig.) is greater than the level of significance =

0.05 for the field “E- Recruitment”, then there is insignificant difference among the

respondents toward this field due to program / department. This means that the personal

characteristics’ program / department have no effect on this field. This could attribute to

the fact that UNRWA E-Recruitment are more established and structured compared to

the other E-HRM sub system. Besides, most of UNRWA employees are aware about the

E-Recruitment process and portals.

For the other fields, the p-value (Sig.) is smaller than the level of significance = 0.05,

then there is significant difference among the respondents toward these fields due to

program / department. This means that the personal characteristics’ program /

department have an effect on the other fields. This is expected since the applications of

E-HRM should be used and utilized by all employees despite the departments or jobs

that they were working in.

For the other fields, The mean for the category “Human Resources " respondents have

the highest among the other program / department category. This means that the

category “Human Resources " respondents is agreed much more than the other program

/ department category. This logical, since Human Resources employees have been

deeply involved in the E-HRM system design and implementation process, and they are

responsible for dealing with all HR aspects for employees.

The result is inconsistent with (Ammar, 2012) study, which showed that there were no

significant differences in respondents’ responses on the level of satisfaction towards E-

HRM system at UNRWA due to Department in which employee works.

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e. There are no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Years of services.

Table (5. 20): ANOVA test of the fields and their p-values for Years of services

No. Field

Means Test

Value Sig. 3- Less

than 9

years

9 -Less

than 15

years

More

than 15

years

1. E- Recruitment 4.22 4.18 4.24 0.265 0.767

2. E-Selecting of candidates for

employment 3.67 3.62 3.66 0.145 0.865

3. E-Training and E-Development 3.58 3.48 3.47 0.842 0.432

4. E-Compensation 3.60 3.39 3.31 4.881 0.008*

5. E-Performance Appraisal 3.56 3.38 3.37 1.910 0.150

Electronic human resource

management 3.72 3.60 3.60 1.861 0.157

Organizational development 3.92 3.67 3.69 4.371 0.013*

All items of the questionnaire 3.75 3.61 3.61 2.426 0.090

* The mean difference is significant a 0.05 level

Table (5.20) shows that the p-value (Sig.) is smaller than the level of significance =

0.05 for the fields “E-Compensation and Organizational development”, then there is

significant difference among the respondents toward this fields due to years of services.

This means that the personal characteristics’ years of services has an effect on this field.

This can attributed to the fact that employees usually aligned UNRWA Organizational

development, with the E-Compensation, once the compensation packages improved this

will have a direct impact over their views about the UNRWA Organizational

development.

For fields “E-Compensation and Organizational development”, The mean for the

category “3 - Less than 9 years " respondents have the highest among the other years of

services category. This means that the category “3- Less than 9 years " respondents is

agreed much more than the other years of services category. This is because employees

with 3- less than 9 years of service have not achieved yet the highest progress in their

jobs, which will reflected on their intention to continue to achieve higher-level positions.

For the other fields, the p-value (Sig.) is greater than the level of significance = 0.05,

then there is insignificant difference among the respondents toward these fields due to

years of services. This means that the personal characteristics’ years of services has no

effect on the other fields. This argument does not apply since form the researcher point

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of view the work in the NGOs sector depends on experience. Further, years of

experience reflects clearer understanding of the organization systems, vision and related

issues.

The result is inconsistent with (Ammar, 2012) study, which showed that there were no

significant differences in respondents’ responses on the level of satisfaction towards E-

HRM system at UNRWA due to Years of experience.

The result is also inconsistent with (Abu Ammouneh, 2009) study which showed that

there were no significant differences in respondents’ responses on the the reality of

Electronic Human Resource Management (e-HRM) at the Palestinian universities in the

Gaza strip due to years of service.

f. There are no significant differences among respondents at level α = 0.05

towards the impact of Electronic Human Resource Management on UNRWA

Organizational Development in Gaza Strip, due to Functional class.

Table (5.21): ANOVA test of the fields and their p-values for functional class

No. Field Means Test

Value Sig.

6-10 11- 15 16-20

1. E- Recruitment 4.18 4.23 4.37 1.413 0.245

2. E-Selecting of candidates for

employment 3.58 3.70 3.86 2.684 0.070

3. E-Training and E-Development 3.45 3.54 3.70 1.545 0.215

4. E-Compensation 3.41 3.43 3.59 0.743 0.477

5. E-Performance Appraisal 3.42 3.42 3.64 0.927 0.397

Electronic human resource

management 3.61 3.66 3.82 1.919 0.148

Organizational development 3.76 3.74 3.88 0.473 0.624

All items of the questionnaire 3.63 3.67 3.83 1.694 0.185

Table (5.21) shows that the p-value (Sig.) is greater than the level of significance =

0.05 for each field, then there is in significant difference among the respondents toward

each field due to functional class. This means that the personal characteristics’

functional class has no effect on each field. This argument does not applies since the

functional class reflects the level of job requirements in terms of skills, experience and

responsibilities, where higher class indicates higher level of understanding of the

strategic plans and goals of the organizations.

This agrees with (Abu Ammouneh, 2009) study which showed that there were no

significant differences in respondents’ responses on the the reality of Electronic Human

Resource Management (e-HRM) at the Palestinian universities in the Gaza strip due to

functional class.

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However, the result is inconsistent with (Ammar, 2012) study, which showed that there

were significant differences in respondents’ responses on the level of satisfaction

towards E-HRM system at UNRWA due to position Grade.

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Chapter Six

Conclusions and Recommendations

- Introduction

- Conclusions

- Recommendations

- Proposed Future Studies

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Chapter Six - Conclusions and Recommendations

Introduction:

This chapter provides the main conclusions related to the field work and the appropriate

recommendations to address the weaknesses if any related to the impact of

Electronic Human Resource Management on Organizational Development of UNRWA

in Gaza Strip.

Conclusions:

The main objective of this research was to identify to what extent electronic human

resource management influence UNRWA organizational development in the Gaza Strip

and simultaneously to investigate the relationship between these factors "E-HRM" and

“UNRWA organizational development ".

The overall conclusion that can be drawn out of this research is that the UNRWA

organizational development in the Gaza Strip is affected by electronic human resource

management components (E- Recruitment, E-Selecting of candidates for employment,

E-Training and E-Development, E-Compensation and E-Performance Appraisal).

Besides, the significant relationship between Electronic Human Resource Management

and UNRWA organizational development in Gaza Strip is nearly 70%. This indicates

that UNRWA should be aware about the importance of using the E-HRM because it

influences directly the completely organizational development.

The following is a summary of the conclusions that can be drawn from this study based

on the research field:

1. Conclusions about E- Recruitment field: E- Recruitment affects UNRWA

Organizational Development in the Gaza Strip, by nearly 36%. This means that

UNRWA announced for jobs available through UNRWA electronic job site;

electronic announcement about the job is based on the job description which

clearly defines the tasks and responsibilities and qualifications required of

Vacant Position; employment applications are served by UNRWA electronic job

site, Employment screening applications submitted electronically; the use of the

human resources staff of an electronic system for scheduling of written

exams and interviews to publicize it on UNRWA electronic job site;

Announcement of the dates of examinations and interviews written electronically

through UNRWA job site; Using UNRWA electronic job site to attract a greater

number of qualified applicants for the job; using online advertising contributes

to attract suitable vacancies qualifications; advertising using UNRWA

electronic job site gives a realistic idea about the nature of work in the

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organization and the employment and Determining electronically shortlist of the

best of candidates for the job.

2. Conclusions about E-Selecting field: E-Selecting affects UNRWA

Organizational Development in the Gaza Strip, by nearly 42%. This means that

UNRWA use of an electronic system for scheduling experience and competence

of applicants for announced jobs; choose the appropriate competencies for

appointment to the various functions electronically; use an electronic system for

choosing the candidates for the job among those with relevant staff announced

job with the department of employment contributes to saving time and effort;

Use clear and effective electronic methods to select candidates for the job; Use

an electronic exams to test candidates for the job; verify well-known candidates

for the job via e-mail.

3. Conclusions about E-Training and E-Development field: E-Training and E-

Development E affects UNRWA Organizational Development in the Gaza Strip,

by nearly 55.3%. This means that UNRWA use electronic system to guide new

employees; Employees participate in online courses; chose the candidates for

training by using electronic system; provide E-Training materials which

commensurate with the needs of employees; participate in online training helps

in employee benefit his colleagues at job; available specialized E-training

programs lead to increased staff efficiency; E-Training reduces the gap between

the theoretical and practical reality; Participation in the training process via the

Internet supports dynamically organizational development to UNRWA; the

internet training lead to the development of staff skills in solving problems of

work and E-Training is important to improving functional and professional

performance of the staff.

4. Conclusions about E-Compensation field: E-Compensation affects UNRWA

Organizational Development in the Gaza Strip, by nearly 61%. This means that

UNRWA E-compensation system helps to get information about the employee's

salary and saving; various departments participate in the design of E-

compensation; electronic leave management program provides accurate

information; E-compensation system can be used easily; an electronic periodic

study of salaries to make sure justice salary system; employees received what

they have expected from their performance;; managers treated employees with

respect and without discrimination; employees are proud of being working in

UNRWA; they have the desire to continue their work until retirement; the

remuneration system is linked to job performance; E-compensation system

provides appropriate information about to the salary scale.

5. Conclusions about E-Performance Appraisal field :Performance Appraisal affects

UNRWA Organizational Development in the Gaza Strip, by nearly 70%. This

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means that UNRWA process of E-Performance Appraisal are appropriate; the

process of E-performance appraisal is satisfactory to staff; E-performance

appraisal in UNRWA is effective compared to other institutions; meetings are

held between the employees and their direct manager to discuss E-performance

appraisal; E-performance appraisal is evaluated based on job description; =

involvement of others in addition to the direct supervisor in the E-performance

appraisal process; managers have the efficiency to manage E-performance

appraisal properly; process of E-performance appraisal improve the overall

performance of the UNRWA; E-performance appraisal considered a routine

process; action plans are developed based on results of E-Performance Appraisal.

6. The study concluded that there are no differences in the response of the

study sample, due to the respondents personal traits (gender, functional

class).

7. The study concluded that there are differences in the response of the

study sample, due to the respondent’s personal traits (Age, educational

qualification, program/department and years of service).

8. The study concluded that there are differences in the response of the

study sample, due to the respondents age attributed to respondents with less than

35 years.

9. The study concluded that there are differences in the response of the

study sample, due to the respondents educational qualification attributed to

respondents with bachelor degree.

10. The study concluded that there are differences in the response of the

study sample, due to the respondents program/department attributed to

respondents who are working in the human resource department.

11. The study concluded that there are differences in the response of the

study sample, due to the respondents residency years of service attributed to

respondents who have 3- less than 9 years of service .

Recommendations:

The researcher proposed the following recommendations based on the findings of the

research:

1. To enhance E- Recruitment at UNRWA:

a. The e-Recruitment procedures that currently are followed at UNRWA

should be more simple and flexible and should be communicated clearly

to the employee.

2. To enhance E-Selecting at UNRWA:

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a. Utilize the technology in the selection process through conducting

electronic interviews as a method of selecting candidates for the vacant

jobs.

b. Reduce the delay, errors as well as the manual work and effort regarding

the selection process by completely changing the whole selection

procedure into more electronic procedures.

3. To enhance E-Training and E-Development at UNRWA

a. Facilitate access to online training for staff and reduce any barriers

related to access to training courses electronically.

b. The online training should be linked with the results of the performance

evaluation which determines the weaknesses.

c. More efforts should be undertaken by UNRWA to encourage employees

to participate in training programs related to the use of E-HRM

applications.

d. Information sharing and promotion of case studies from which employees

can learn directly the opportunities and threats of e-HRM.

4. To enhance E-Compensation at UNRWA

a. Technology should be used to provide integrated and adequate

information about the compensation. As a result, there will be less need

for referral to the HR staff asking for information or clarification.

b. Preparing and issuing a leaflet on compensation system, to explain the

compensation and benefits for staff. This to be shared with all employees.

5. To enhance E-Performance Appraisal at UNRWA: Improve communication

regarding the timing of performance appraisal. Beside Improving employees

ability to access information on performance appraisal

6. E-HRM requires innovation and high quality relationships, as well as more

involvement in the design stage of related application to ensure employee’s needs

are addressed and reflected.

7. E-HRM needs to a degree of flexibility and to adapt to the work environment

variables.

8. E-HRM outcomes in terms of efficient HRM processes, higher level of service

delivery and a higher strategic contribution as well as the real use of E-HRM

systems should be clearly communicated to UNRWA employees to ensure better

utilization of E-HRM applications.

9. The success of E-HRM systems depends highly on the employees; therefore,

UNRWA should work to improve the relationship between the HRM department

and the employees.

10. The management top-level support is required and has a positive impact on the

adoption and utilization of E- E-HRM systems. This support can be in terms of

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allocating the necessary budget for training on related applications, providing the

necessary hardware, software, updating E-HRM system and maintains a

continuous development of such systems.

11. E-HRM systems should be strategically aligned with HR needs, in such big

organizations like UNRWA with a diverse workforce and a bureaucratic culture.

12. UNRWA can utilize the E-HRM system to understand the electronic interactions

between managers and employees, preventing miscommunications and

misinterpretations of information.

13. UNRWA E-HRM systems should address the issues of commitment; trust;

leadership and motivation, since e-HRM systems tends to substitute face to face

interactions with screen-based communications.

14. UNRWA should consider the challenges related to the use of E-HRM systems in

the organization, for instance, cost implications, data entry errors, improper use

of the system and security of the information generated.

Proposed Future Studies:

There are some related topics that can be investigated in the future by interested

researchers, which are:

1. The impact of electronic human resource management on UNRWA employee’s

performance.

2. Key success factors of electronic human resource management at UNRWA.

3. Evaluating the effectiveness of electronic human resource management at

UNRWA.

4. The impact of electronic human resources management on UNRWA

organizational development, a comparative study, between Gaza Strip and West

Bank.

5. The impact of electronic human resources management on the efficiency of

human resource processes at UNRWA.

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References

- The Holy Quran

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- Reports

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Industrial Management & Data Systems, 109(2), 281-300.

Tong, D.Y.K. (2009). A study of e-recruitment technology adoption in Malaysia.

Industrial Management & Data Systems, 109(2), 281-300.

Ukandu, N., Iwu,C., & Allen-ILE, C. (2014),Influence of E-HRM in decision

making in selected tertiary institutions in South Africa

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105

Varma,S.( 2010),The Implications of Implementing Electronic-Human Resource

Management (e-HRM) Systems in Companies

Voermans, M. & Van Veldhoven, M. (2007). Attitude towards E-HRM: An

empirical study at Philips. Personnel Review. (36)6, 887-902.

Watson, Wyatt (2006), eHR™: Getting Results Along the Journey - 2002 Survey

Report.

Wei, L. Q., & Lau, C. M. (2005). Market Orientation, HRM Importance and

Competency: Determinants of strategic HRM in Chinese firms. The International

Journal of Human Resource Management, 16 (10), 1901 – 1918.

Wilson, J 2005, Human resource development: learning & training for

individuals and organizations, 2nd edn, Kogan Page.

Wood, S., Holman, D., & Stride, C. (2006). Human resource management and

performance in UK Call Centres. British Journal of Industrial Relations, 44(1),

99 – 124.

Zafar J.,Shaukat M.,&Mat N. (2010). An Analysis of E-Human Resource

Management Practices: A Case Study of State Bank of Pakistan.

4. Websites:

UNRWA. United Nations Relief and Works Agency for Palestine Refugees,7,

2015, http://www.unrwa.org/

5. Report:

Electronic performance appraisal report User's Guide, 2011.

6. Interviews:

Abu Ikmail, S. (November, 2015).HR Career Management Officer.

(A.A.Atallah, Interviewer)

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Annexes

Annex (1): List of Referees

Annex (2): Questionnaire

Annex (3): Questionnaire in Arabic Language

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Annex (1): List of Referees

Place of Work Job Title Referee Name No.

Islamic University of Gaza Assistant Professor Dr.Khaled El-Dehliz 1.

Islamic University of Gaza Associate Professor Dr. Yossef Bahar 2.

Islamic University of Gaza Assistant Professor Dr. Nafez Barakat 3.

Al Quds University Assistant Professor Dr. Jalal Shabat 4.

Al Azhar University Associate Professor Dr. Nehaya El Telbnay 5.

Al Azhar University Assistant Professor Dr. Wafeq Al Agha 6.

UNRWA Chief Area Officer Dr. Mohaad El-Aydi 7.

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Annex (2): Questionnaire

Islamic University of Gaza

Postgraduate Deanship

Faculty of Commerce

Business Administration Department

Dear Employees,

This questionnaire is a research tool designed specifically to complete the

requirements of a master degree in business administration which its title is:

"Impact of Electronic Human Resource Management on

Organizational Development for UNRWA in Gaza Strip"

I hope to get required data through filling out the questionnaire by placing

(X) in the answer box that goes with your choice. Knowing that all the

collected data will be used for research purposes only.

Thanking you for your cooperation

Researcher

Asmaa Atta Attalla

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The Section one: Personal data

1 - Gender :

□ Male □ Female

2- Age :

□ less than 25 Year □25 - less than 35 Year □35- less than 45 Year □ 45 Years and over

3- Qualifications:

□ Diploma □ Bachelor □ Master □ PhD

4 - Program / department

□ Education □ Relief and Social Services □ Infrastructure and camps

development

□ Health

□ Logistics □ Development and

microfinance

□ Human Resources □ Finance

□Procurements □ Management and

administrative services

5- The years of service:

□ Less than 3 years □ 3- Less than 9 years □ 9 -Less than 15

years

□ More than 15 years

6- Functional class:

□ 6-10 □ 11- 15 □ 16-20

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Section two: The Impact of Electronic Human Resource Management on Organizational

.Development of UNRWA

For each of the statement below, please but a sign on the answer that best describes how

much you agree or disagree with the sentence:

1. E- Recruitment

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

Dis

ag

ree

Str

on

gly

Dis

ag

ree

1. Announced For jobs Available through UNRWA

electronic job site

2.

Electronic announcement about the job is based on the job

description clearly defines the tasks and responsibilities

and qualifications required of Vacant Position

3. Employment applications are served by UNRWA

electronic job site

4. Employment screening applications

submitted electronically

5.

The use of the human resources staff of an electronic

system for scheduling of written exams and interviews to

publicize it on UNRWA electronic job site

6.

Announcement of the dates of examinations and

interviews written electronically through UNRWA job

site is clear

7. Using UNRWA electronic job site attract a greater

number of qualified applicants for the job

8. Using online advertising contributes to attract suitable

vacancies qualifications

9.

Advertising using UNRWA electronic job site gives a

realistic idea about the nature of work in the organization

and the employment

10. E- Recruitment leads to facilitate selection process

11. Determining electronically shortlist of the best of

candidates for the job

2. E-Selecting of candidates for employment

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

Dis

ag

ree

Str

on

gly

Dis

ag

ree

1. The use of an electronic system for scheduling experience

and competence of applicants for announced jobs

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111

2. Choosing the appropriate competencies for appointment

to the various functions electronically

3.

Using an electronic system for choosing the candidates

for the job among those with relevant staff announced job

with the Department of Employment contributes to saving

time and effort

4. Using clear and effective electronic methods to select

candidates for the job

5. Using an electronic exams to test candidates for the job

6. The use of electronic interviews as a method of choice of

candidates for the job

7. Verification of well-known candidates for the job via e-

mail

3. E-Training and E-Development

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

Dis

ag

ree

Str

on

gly

Dis

ag

ree

1. Using electronic system to guide new employees

2. Employees participate in online courses

3. There is an effective follow-up of the performance of the

staff after online training

4. An electronic system is used for the registration of UNRWA

staff who desire to join an electronic training available.

5. Choice the candidates for training by using electronic

system

6. Provided E-Training materials are commensurate with the

needs of employees

7. Participate in online training helps in employee benefit his

colleagues at job

8. Available specialized E-Training programs lead to

increased staff efficiency

9. E-Training reduces the gap between the theoretical and

practical reality

10.

Participation in the training process via the Internet

supports dynamically organizational development to

UNRWA

11. The internet training lead to the development of staff

skills in solving problems of work

12. E-Training is important to improving functional and

professional performance of the staff

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112

4. E-Compensation

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

Dis

ag

ree

Str

on

gly

Dis

ag

ree

1. The E-Compensation system helps to get information

about the employee's salary and saving

2. Various departments participate in the design of E-

Compensation

3. Electronic leave management program provides accurate

information

4. E-Compensation system can be used easily

5. An electronic periodic study of salaries to make sure

justice salary system

6. Commensurate increase in salaries with the rising cost of

living

7. I get what I expect from my performance compensation

compared job

8. Managers treated employees with respect without

discrimination

9. I am proud of my work in the UNRWA

10. I have the desire to continue my work until retirement

11. The remuneration system is linked to job performance

12. E-Compensation system provides appropriate

information about to the Salary scale

5. E-Performance Appraisal

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

Dis

ag

ree

Str

on

gly

Dis

ag

ree

1. The process of E-Performance Appraisal appropriate

2. The process of E-Performance Appraisal is satisfactory to

staff

3. E-Performance Appraisal in UNRWA is effective

compared to other institutions

4. Meetings are held between the employees and their direct

manager to discuses E-Performance Appraisal

5. E-Performance Appraisal is evaluated based on job

description

6. The involvement of others in addition to the direct

supervisor in the E-Performance Appraisal process

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113

7. The managers have the efficiency to manage E-

Performance Appraisal properly

8. The process of E-Performance Appraisal improve the

overall performance of the UNRWA

9. E-Performance Appraisal considered a routine process

10. Action plans are developed based on results of E-

Performance Appraisal

11. Identifying staff training needs according to E-

Performance Appraisal results

Section three: The relationship between electronic human resources management

and organizational development to UNRWA.

UNRWA Organizational Development

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

no

t

ag

ree

Str

on

gly

Dis

ag

ree

1. E-HRM helps to achieve the organization

goals

2. E-HRM helps to manage the organizational

development process

3.

E-HRM helps in improving communication

methods and transfer information and data

between different administrative units

4.

The use of modern technological methods in

HRMS contributes to UNRWA organizational

development

5.

E-HRM contribute in resolving work

problems and increase coordination between

the different units

6. E-HRM affect the growth and development of

workers

7. E-HRM helps increase performance

effectiveness

8. E-HRM facilitates organizational

development process

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114

UNRWA Organizational Development

Sentence

Str

on

gly

Ag

ree

Ag

ree

Neu

tral

no

t

ag

ree

Str

on

gly

Dis

ag

ree

9. E-HRM lead to a degree of flexibility and to

adapt to the work environment variables

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115

Annex (3): Questionnaire in Arabic Language

غزة-الجامعة اإلسالميــة عمادة الدراسـات العليــا

كليـــة التجـــــارة قســم إدارة األعمـــال

الكرامالسادة الموظفين

تحية طيبة وبعد،

الحصول على الستكمال متطلبات مصممة خصيصا لدراسةلستبانة التي بين أيديكم هي أداة اإلتطوير لى العأثر إدارة الموارد البشرية اإللكترونية "درجة الماجستير في إدارة األعمال، وعنوانها

.ة"بقطاع غز التنظيمي لألنروا

في الحصول على المعلومات والبيانات المطلوبة من خالل وضع لذا أرجو من سيادتكم المساعدةليها في المريع الذي يوافق خياركم. مع العلم أن كافة المعلومات التي سيتم الحصول ع X)إشارة )

ستستخدم ألغراض البحث العلمي فقط.

شاكرة لكم حسن تعاونكم

الباحثة:

أسماء عطا عطاهللا

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البيانات الشخصية :القسم األول

الجنس: -1

ذكر □ أنثى □

العمر: -2 سنة 25أقل من □ 35أقل من – 25□ 45أقل من -35□ فأكثر سنة 45 □

المؤهل العلمي:-3 دبلوم □ بكالوريوس □ ماجستير □ دكتوراه □

ةالبرنامج / الدائر -4

لتعليما □ وخدمات الالجئين ةاإلغاث □ وتطوير المخيمات ةالتحتيالبنى □ لصحةا □

اإلمدادات □ ةوالخدمات اإلداري ةاإلدار □ المالية □ والتمويل الصغير ةالتنمي □

المشتريات □ البشرية الموارد □

سنوات الخدمة: -5

سنوات 3أقل من □ 9أقل من - 3 □ 15أقل من -9 □ فأكثر ةسن 15□

الدرجة الوظيفية: -6

□16 – 20 □ 11 - 15 □6 - 10

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.نرواو الثاني:أثر إدارة الموارد البشرية اإللكترونية على التطوير التنظيمي لل قسمال :مدى اتفاقك معها على اإلجابة التي تصف بشكل أفضل ة من العبارات أدناهعبار يرجى وضع عالمة لكل

a) للمرشحين المؤهلين للوظيفة اإللكترونيستقطاب اال:

شدق ب

وافم

ة

فقموا

ايد مح

فقموا

ير غ

ق مواف

غير شد

ب ة

يتم اإلعالن عن الوظائف الشاغرة عبر موقع التوظيف اإللكتروني لألونروا .1واضح يحدد اإلعالن االلكتروني عن الوظيفة يتم باالعتماد على وصف وظيفي .2

المهام والمسئوليات والمؤهالت المطلوبة من شاغر الوظيفة

يتم تقديم طلبات التوظيف من خالل موقع التوظيف اإللكتروني لألونروا .3 فحص طلبات التوظيف المقدمة إلكترونيا .4الكتابية و استخدام موظفي الموارد البشرية نظام الكتروني لجدولة االمتحانات .5

المقابالت لإلعالن عنها على موقع التوظيف اإللكتروني لألونروا

يف اإلعالن عن مواعيد االمتحانات الكتابية والمقابالت الكترونيا عبر موقع التوظ .6 اإللكتروني لألونروا واضح.

جذب أكبر عدد من استخدام موقع التوظيف اإللكتروني لألونروا يعمل على .7 المؤهلين لشغل الوظيفةالمتقدمين

كفاءات مناسبة للوظائف الشاغرةاستخدام اإلعالن االلكتروني يساهم في استقطاب .8 ة عـــن طبيعةيفكرة واقعيعطي اإلعالن عبر موقع التوظيف اإللكتروني لألونروا .9

وعن طبيعة الوظيفة وماهية العمل في المنظمةالوظيفة

يؤدي االستقطاب اإللكتروني لشغل الوظائف إلى تسهيل عملية االختيار .10 يتم تحديد قائمة مختصرة إلكترونيا بأفضل المرشحين للوظيفة .11

b) ق :للمرشحين للتوظيف اإللكتروني ختياراالاف

وم

شدب

ةق

افوم

يدحا

م

قاف

و م

يرغ

ق اف

مو ير

غ

شدب

ة

الخبرة والكفاءة للمتقدمين للوظائف المعلنة استخدام نظام الكتروني لجدولة .1 يتم اختيار الكفاءات المناسبة للتعيين في الوظائف المختلفة الكترونيا .2لة استخدام نظام إلكتروني لعملية اختيار المرشحين للوظيفة بين الموظفون ذوو الص .3

قسم التوظيف يساهم في توفير الوقت والجهد.بالوظيفة المعلنة مع

يتم استخدام طرق الكترونية فعالة وواضحة الختيار المرشحين للوظيفة .4 استخدام امتحانات إلكترونية الختبار المرشحين للوظيفة .5 استخدام المقابالت اإللكترونية كوسيلة من وسائل اختيار المرشحين للوظيفة .6 التحقق من المعرفين للمرشحين للوظيفة عبر البريد االلكتروني .7

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c) :التدريب والتطوير االلكتروني

شد ب

قاف

وم

ة

قاف

وم

يدحا

م

قاف

و م

يرغ

ق اف

و م

يرغ

شدب

ة

استخدام نظام إلكتروني في عملية توجيه الموظفين الجدد .1 يشارك الموظفين في دورات تدريبية عبر اإلنترنت .2 يوجد متابعة فعالة ألداء الموظفين بعد التدريب االلكتروني .3استخدام نظام الكتروني لتسجيل موظفو األونروا رغبتهم في التدريب االلكتروني .4

المتاح.

يتم اختيار المرشحين للتدريب اإللكتروني باستخدام نظام إلكتروني .5 يتم توفير مواد تدريبية الكترونية تتناسب مع احتياجات الموظفين .6 المشاركة في التدريب االلكتروني يساعد الموظف في إفادة زمالئه في العمل .7 المتخصصة تؤدي إلى زيادة كفاءة الموظفينبرامج التدريب اإللكتروني المتاحة .8 التدريب اإللكتروني يقلص الفجوة بين الواقع النظري والعملي .9

المشاركة في عملية التدريب عبر االنترنت تدعم بشكل حيوي التطوير التنظيمي .10 لألونروا

الموظفين في حل مشاكل تلقي التدريب عبر االنترنت يؤدي إلى تطوير مهارات .11 العمل

يعتبر التدريب االلكتروني مهم في تحسين األداء الموظفين والمهني للموظفين 12.

d) :نظام التعويضات االلكتروني

شد ب

قاف

وم

ة

قاف

وم

يدحا

م

قاف

و م

يرغ

ق اف

و م

يرغ

شدب

ة

على معلومات يساعد نظام المعلومات اإللكتروني الخاص بالتعويضات في الحصول .1 حول الراتب واالدخار الخاص بالموظف

يتم إشراك مختلف األقسام في تصميم النظام االلكتروني للتعويضات .2 برنامج إدارة اإلجازات االلكتروني يوفر معلومات دقيقة .3 يمكن استخدام نظام المعلومات االلكتروني الخاص بالتعويضات بسهولة .4 يتم عمل دراسة دورية الكترونية للرواتب للتأكد من عدالة نظام الرواتب .5 تتناغم الزيادة في الرواتب مع ارتفاع تكلفة المعيشة .6 أحصل على ما أتوقع من التعويضات مقارنة بأدائي الوظيفي .7 يعامل المدراء الموظفين باحترام وبدون تمييز .8 بالفخر لعملي في األونروا أشعر .9

لالستمرار في عملي حتى التقاعد ةلدي الرغب .10 يرتبط نظام األجور باألداء الوظيفي .11

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يوفر نظام المعلومات اإللكتروني معلومات مالئمة حول سلم الرواتب .12

e) :تقييم األداء اإللكتروني

شد ب

قاف

وم

ة

قاف

وم

يدحا

م

ر غي

قاف

وم

ق اف

مو

يرغ

شدب

ة

تعتبر عملية التقييم األداء اإللكتروني مناسبة .1 تقييم األداء اإللكتروني مرضية للموظفين ةتعتبر عملي .2 بالمؤسسات األخرى ةيعتبر تقييم األداء اإللكتروني في األونروا فعاال مقارن .3 ألداءيتم عقد اجتماعات تقييم األداء بين الموظفين ومدرائهم المباشرين حول تقييم ا .4 يتم تقييم األداء اإللكتروني بناء على الوصف الوظيفي .5 ترونييتم إشراك آخرين باإلضافة إلى المشرف المباشر في عملية التقييم األداء اإللك .6 صحيح تقييم األداء اإللكتروني بشكل ةإلدار ةالالزم ةالمسئولين الكفاءلدى المدراء . 7 تساهم عملية تقييم األداء اإللكتروني في تحسين األداء العام لألونروا .8 ةتقييم األداء اإللكتروني روتيني ةتعتبر عملي .9

اإللكترونييتم وضع خطط العمل بناء على نتائج تقييم األداء .10 بناء على نتائج تقييم األداء يتم تحديد االحتياجات التدريبية للموظفين .11

.نرواو التطوير التنظيمي لل وإدارة الموارد البشرية اإللكترونية العالقة بين :الثالث قسمال

f) :التطوير التنظيمي للونروا

شد ب

قاف

وم

ة

قاف

وم

يدحا

م

قاف

و م

يرغ

ير

غق

افمو

شدب

ة

.نظام إدارة الموارد البشرية إلكترونيا يساعد على تحقيق أهداف المؤسسة .1 .يساعد نظام إدارة الموارد البشرية المؤسسة على إدارة عملية التطوير التنظيمي .2يساعد نظام إدارة الموارد البشرية في تحسين أساليب االتصال ونقل البيانات .3

والمعلومات بين الوحدات اإلدارية المختلفة في المؤسسة

تطويراستخدام األساليب التكنولوجية الحديثة في إدارة الموارد البشرية يساهم في ال .4 التنظيمي لألونروا

سيق يساهم نظام إدارة الموارد البشرية إلكترونيا في حل مشكالت العمل وزيادة التن .5 .المختلفةبين الوحدات

يؤثر نظام إدارة الموارد البشرية على تنمية وتطوير العاملين في المؤسسة .6 .إدارة الموارد البشرية تساعد في زيادة فعالية األداء . 7 إدارة الموارد البشرية تسهل إحداث عملية التطوير التنظيمي .8 يؤدى نظام إدارة الموارد البشرية إلى إيجاد درجة من المرونة والتكيف مع متغيرات .9

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"مع أطيب التحيات"